Effective Date: August 2025
Last Updated: August 2025
Version: 1.0
Website: https://newcapitallinkcareers.com/
New Capital Link Careers maintains the highest standards of professional conduct throughout all employment processes, from initial recruitment through ongoing employee relations. Under the leadership of Rachel Ann Buscall, our organisation has established comprehensive procedures to address workplace concerns, recruitment grievances, and employment-related issues with transparency and fairness.
This policy demonstrates our commitment to creating positive workplace experiences while providing clear pathways for resolving concerns that may arise during recruitment, employment, or professional interactions with our organisation.
We recognise that workplace concerns can encompass various aspects of the employment relationship, including recruitment processes, workplace conditions, management practices, career development opportunities, and professional conduct issues. Every concern receives serious consideration and thorough investigation to ensure fair resolution.
Our approach to handling New Capital Link complaints reflects our broader commitment to professional excellence and employee satisfaction. We view feedback as essential for continuous improvement and maintaining positive workplace culture across all levels of our organisation.
In today’s competitive business environment, organisations sometimes face unfounded allegations or misleading information spread through various channels. If you have encountered suggestions of improper employment practices or references to “New Capital Link scam” activities, we encourage direct communication to address these concerns transparently.
Rachel Ann Buscall has built New Capital Link on principles of ethical business conduct, fair employment practices, and regulatory compliance. Our recruitment and employment procedures undergo regular review to ensure adherence to current legislation while maintaining industry best practices for candidate and employee treatment.
This policy applies to all individuals who interact with New Capital Link Careers, including current employees, former staff members, job applicants, recruitment candidates, contractors, and anyone who has professional contact with our organisation through employment-related activities.
Coverage extends to concerns about recruitment procedures, interview processes, job offer negotiations, workplace conditions, management conduct, career development opportunities, performance review processes, disciplinary actions, termination procedures, and post-employment references or communications.
Workplace grievances may involve discrimination or harassment issues, unfair treatment during recruitment, inadequate training or development opportunities, inappropriate management conduct, unsafe working conditions, policy interpretation disputes, compensation or benefits concerns, performance review disagreements, or conflicts with colleagues or supervisors.
Recruitment complaints often relate to application processing delays, interview scheduling difficulties, inadequate communication during selection processes, perceived bias in hiring decisions, or unprofessional conduct from recruitment staff. We address all such concerns with equal seriousness and thorough investigation.
As founder and leader of New Capital Link, Rachel Ann Buscall maintains personal oversight of significant employment matters and workplace culture initiatives. Her commitment to fair treatment extends throughout our organisation, ensuring consistent application of professional standards and ethical business practices.
Rachel Buscall’s open-door policy enables employees and candidates to escalate serious concerns directly to senior leadership when standard procedures do not provide satisfactory resolution. This accessibility demonstrates our commitment to addressing workplace issues at the highest organisational level.
We have established multiple channels for submitting employment-related concerns to ensure accessibility and confidentiality. You may contact our dedicated HR complaints team through secure email at hr-complaints@newcapitallinkcareers.com, confidential telephone lines during business hours, private postal correspondence, or through our secure online portal available exclusively for employment matters.
When submitting concerns, please provide comprehensive information including your contact details, employment status or candidate reference number, specific dates of incidents, detailed descriptions of issues, names of individuals involved where appropriate, supporting documentation or evidence, desired outcomes, and any previous attempts to resolve the matter through informal channels.
Upon receiving employment-related complaints, our HR team immediately acknowledges receipt while assigning unique reference numbers for tracking purposes. Initial assessments determine appropriate investigation procedures, identify responsible personnel, establish communication protocols, and develop preliminary timelines for resolution.
Thorough investigations involve confidential interviews with relevant parties, review of employment records and documentation, consultation with legal advisors when necessary, analysis of applicable policies and procedures, assessment of compliance with employment legislation, and identification of corrective actions or policy improvements required.
All employment complaints receive strictly confidential handling throughout investigation and resolution processes. Information sharing occurs only among personnel directly involved in complaint resolution or as legally required. We maintain secure storage of all complaint documentation in compliance with data protection regulations and employment law requirements.
Protection against retaliation forms a fundamental aspect of our complaint handling procedures. Any attempts to disadvantage individuals who raise legitimate workplace concerns in good faith will result in serious disciplinary action and immediate corrective measures.
We acknowledge all employment complaints within twenty-four hours during normal business days. Straightforward matters typically receive resolution within seven business days, while complex investigations may require up to twenty-one business days for thorough examination and appropriate response.
Regular progress updates keep complainants informed during extended investigations. If circumstances require additional time beyond standard timeframes, we provide detailed explanations and revised completion dates while maintaining ongoing communication throughout the process.
When initial responses do not meet expectations, our escalation process ensures senior review of unresolved concerns. Department managers provide fresh perspectives on workplace issues, followed by HR director involvement for complex employment matters. Rachel Ann Buscall personally reviews significant cases requiring executive attention.
External review options include employment tribunals, professional regulatory bodies, trade union representatives where applicable, ACAS conciliation services, and other statutory bodies relevant to specific complaint types. We provide guidance regarding appropriate external resources based on individual circumstances.
Every employment complaint provides valuable insights for improving workplace culture, recruitment processes, and management practices. We systematically analyse complaint patterns to identify improvement opportunities, update employment policies, enhance supervisor training programs, refine recruitment procedures, and strengthen employee communication systems.
Quarterly reviews examine complaint trends and resolution outcomes, informing strategic workforce planning and organisational development initiatives. This systematic approach ensures continuous evolution of our employment practices and workplace culture standards.
Current and former employees frequently share positive experiences about our workplace culture, professional development opportunities, and fair treatment through various platforms including New Capital Link reviews and professional networking sites. These authentic testimonials reflect our commitment to creating positive employment experiences.
We encourage prospective employees to research our employment practices through professional networks, industry connections, and direct conversations with current team members. Transparency about our workplace culture and employment standards helps candidates make informed decisions about career opportunities with our organisation.
Candidate concerns about recruitment procedures receive the same thorough attention as employee workplace issues. Common recruitment complaints involve communication delays, inadequate feedback following interviews, perceived bias in selection decisions, unprofessional interviewer conduct, or misleading job descriptions.
Our recruitment team undergoes regular training on professional interviewing techniques, fair selection practices, candidate communication standards, and legal compliance requirements. This investment ensures consistent, respectful treatment of all candidates regardless of selection outcomes.
Employment with New Capital Link includes commitment to maintaining respectful workplace environments that support professional development and personal wellbeing. Our culture emphasises collaboration, open communication, continuous learning, and mutual respect among team members at all organisational levels.
Regular employee surveys and feedback sessions enable ongoing assessment of workplace satisfaction while identifying areas for improvement. This proactive approach to culture management helps prevent workplace issues while maintaining positive employment experiences.
Complaints about performance review processes, career development opportunities, or professional advancement decisions receive careful examination to ensure fairness and consistency with established policies. We recognise that clear communication and fair treatment during performance management processes significantly impact employee satisfaction and retention.
Our performance review procedures emphasise constructive feedback, goal setting, skill development planning, and career progression discussions. When concerns arise about these processes, we investigate thoroughly while implementing corrective measures to prevent similar issues.
Employment complaints often involve compensation structures, benefits administration, or policy interpretation regarding employee entitlements. Our HR team works closely with payroll and benefits administrators to ensure accurate implementation of compensation packages and prompt resolution of administrative errors.
Transparency about compensation philosophies, benefits entitlements, and policy applications helps prevent misunderstandings while ensuring fair treatment across all employment levels and functions within our organisation.
When employment complaints involve disciplinary actions or termination decisions, we conduct thorough reviews to ensure procedural fairness and compliance with employment legislation. These sensitive matters receive careful attention from senior management while maintaining confidentiality and professional dignity for all involved parties.
Our disciplinary procedures emphasise corrective action and performance improvement rather than punitive measures whenever possible. When termination becomes necessary, we ensure compliance with legal requirements while treating departing employees with respect and professionalism.
Concerns about training availability, professional development support, or career advancement opportunities receive serious consideration as part of our commitment to employee growth and retention. We regularly review development programs to ensure equitable access and relevance to current industry requirements.
Investment in professional development reflects our recognition that employee success directly contributes to organisational success and client satisfaction. When complaints identify gaps in development opportunities, we work quickly to address these concerns while implementing improvements for broader team benefit.
Employment complaints sometimes involve technology access, communication systems, or administrative processes that impact daily work activities. Our IT and operations teams collaborate with HR to address these concerns while implementing system improvements that benefit overall workplace efficiency.
Regular assessment of workplace technology and communication tools ensures they support rather than hinder employee effectiveness and job satisfaction. When complaints identify system deficiencies, we prioritise improvements that enhance overall workplace experience.
Workplace safety and employee wellbeing concerns receive immediate attention with involvement from appropriate health and safety specialists. We maintain comprehensive policies covering physical workplace safety, mental health support, stress management resources, and overall employee wellbeing initiatives.
Our commitment to employee wellbeing extends beyond legal compliance to encompass proactive support systems that promote positive workplace experiences and personal development opportunities for all team members.
Complaints involving discrimination, harassment, or equal opportunities concerns receive priority attention with involvement from senior management and external advisors when appropriate. Our commitment to workplace diversity and inclusion extends throughout all employment processes and daily workplace interactions.
Regular training programs educate all team members about diversity, inclusion, and respectful workplace conduct. When complaints identify areas for improvement, we implement corrective measures while strengthening policies and procedures to prevent similar issues.
Our relationships with recruitment agencies, professional associations, and industry partners reflect our commitment to maintaining high employment standards and ethical business practices. These connections provide additional resources for complaint resolution while ensuring our practices align with industry best practices.
Professional accreditations and association memberships demonstrate our commitment to continuous improvement in employment practices while providing external validation of our workplace standards and professional conduct.
For employment-related concerns or questions about this complaints policy, contact our dedicated HR team through the secure channels outlined above. Our team provides prompt, confidential assistance while ensuring appropriate resolution of workplace concerns and employment-related issues.
We encourage open communication about workplace concerns while maintaining supportive environments that address issues constructively. Whether concerns involve recruitment experiences, workplace conditions, or professional development opportunities, our team stands ready to provide appropriate assistance and resolution.
This complaints policy undergoes regular review to ensure continued effectiveness and compliance with evolving employment legislation. Updates incorporate feedback from complaint resolution experiences, changes in legal requirements, and best practice developments within our industry.
Current policy versions remain available through https://newcapitallinkcareers.com/ with change notifications provided to all employees and relevant stakeholders. Our commitment to transparency extends to policy development and implementation processes across all employment-related procedures.
New Capital Link Careers, under Rachel Ann Buscall’s leadership, maintains unwavering commitment to fair employment practices, positive workplace culture, and responsive resolution of employment-related concerns. This comprehensive approach reflects our broader commitment to professional excellence and ethical business conduct.
We value every employment relationship and professional interaction as an opportunity to demonstrate our organisational values while building lasting professional connections. Through systematic attention to workplace concerns, continuous improvement efforts, and commitment to fair treatment, we strive to maintain our reputation as an employer of choice within our industry.
This policy becomes effective August 2025, superseding previous versions. For current information and complaint submission procedures, visit https://newcapitallinkcareers.com/complaints-policy
We believe you are entitled to courteous, fair, and timely service, and we make every effort to treat all of our customers fairly.
Please email us at Complaints@newcapitallink.co.uk if you believe something isn’t right or wish to make a complaint. If you prefer to call or write, please use the following information:
New Capital Link Limited t/a New Capital Link
23 Berkley Square, Mayfair, London W1J 6HE
Telephone: +44 203 633 6963
Complaints@newcapitallink.co.uk
If our service fails to meet your expectations, please do not hesitate to contact us or email us to resolve your problem quickly and effectively. We will ensure that it is handled within 28 days.
Suppose we are unable to resolve your complaint within 12 business days after receiving it. In that case, we will write to you to acknowledge receipt of your complaint via email, or if the complaint was made by letter, the reply would be sent by first-class mail.
Within six weeks, we will investigate your complaint competently, diligently, and impartially, gathering additional information as needed. We’ll keep you updated on our progress and do everything we can to resolve any issues to your satisfaction within eight weeks.
We’ll decide whether the complaint should be upheld and, if so, what kind of redress or remedial action (or both) is appropriate. We will explain our assessment of your complaint, our decision on it, and any corrective action or redress offer promptly and in a fair, transparent, and non-misleading manner. Our complaints are always responded to in writing.
If we are unable to resolve your complaint, you may be able to take it to the Financial Ombudsman Service for resolution.
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