Contract

Contract of employement

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statement of main terms of employment


This Statement, together with the Employee Handbook, forms part of your Contract of Employment (except where the contrary is expressly stated) and sets out particulars of the main terms on which

Employs:


Your employment began on:

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No previous employment counts as part of your period of continuous employment. You will serve a probationary period of 3 months that will be reviewed on .


job title


You are employed as a Customer Service Assistant and your duties will be as advised by your Manager. Your duties may be modified from time to time to suit the needs of the business.


place of work


You will normally be required to work at

job status


You are employed on an

hour contract. You will normally be required to work an 8-hour shift as per the weekly rota, this will include evenings, nights and weekend working. If you work six hours or more in any one shift you will be entitled to a 20-minute unpaid break. You may be required to work additional hours when authorised and as necessitated by the needs of the business.


other employment


If you already have any other employment or are considering any additional employment you must notify us so that we can discuss any implications arising from the current working time legislation.


probationary period


You join us on an initial probationary period of three months. Your probationary review will be held . During this period your work performance and general suitability will be assessed and, if it is satisfactory, your employment will continue. However, if your work performance is not up to the required standard, or you are considered to be generally unsuitable, we may either take remedial action (which may include the extension of your probationary period) or terminate your employment at any time. We reserve the right not to apply our full contractual capability and disciplinary procedures during your probationary period.


employee training


At the commencement of your employment, you will receive training for your specific job, and as your employment progresses your skills may be extended to encompass new job activities within the business. It is a condition of your employment that you participate in any training deemed necessary by us for you to reach the required levels of attainment standards.


remuneration


Your salary is currently payable monthly in arrears by BACs as detailed on your pay statement. In your first year of employment your salary will be proportionate to the amount of time left in the year. Any additional hours worked will be paid at your normal hourly rate.


deductions from pay


As a part of our Deductions from Pay Agreement Policy, you will sign a declaration upon commencing employment which outlines your responsibilities and obligations as an employee. Conditions relating to this are shown in the Deductions and Pay Agreement Form found in the New Starter Form to which you should refer.


Any uniform provided is company property. Therefore, when commencing employment with us, if you are given any uniform, you will sign a document which states that on termination of your employment, you are required to return your uniform once laundered within 5 days. Failure to do so will result in the cost of these items being deducted from your wages.


collective agreements


No collective agreements directly affect your terms and conditions of employment.



annual leave and public bank holidays


Your holiday year begins on 1st January and ends on 31st December each year, during which you will receive a paid holiday entitlement of 5.6 working weeks inclusive of any public/bank holidays which you may choose to request. In your first holiday year your entitlement will be proportionate to the amount of time left in the holiday year.


However, because of the nature of our business you may be required to work on any of the public/bank holidays and it is a condition of employment that you work on these days when required to do so.


Where Christmas Day or New Year's Day is worked, payment will be made at double time.


Conditions relating to the taking of holidays are shown in the Employee Handbook to which you should refer.


In the event of termination of employment holiday entitlement will be calculated as 1/12 of the annual entitlement for each completed month of service during that holiday year and any holidays accrued but not taken will be paid for. However, in the event of you having taken any holidays in the current holiday year, which have not been accrued pro-rata, then the appropriate payments will be deducted from your final pay.


sickness pay and conditions


There is no contractual sickness/injury payments scheme in addition to SSP. Conditions relating to this are shown in the Employee Handbook to which you should refer.


maternity/paternity/adoption leave and pay


You may be entitled to maternity/paternity/adoption leave and pay in accordance with the current statutory provisions. Employees are entitled to Statutory Maternity Pay if you have worked for the Company continuously for at least 26 weeks. If you (or your partner) become pregnant or are notified of a match date for adoption purposes you should notify the Manager or the Recruitment/HR Officer at an early stage so that your entitlements and obligations can be explained to you. Employees must tell their employer about the pregnancy at least 15 weeks before the beginning of the week the baby is due.


Employees are required to give evidence to the Company of the expected week of confinement, such evidence would normally be in the form MAT B1 and should be provided as soon as possible to the Manager. Employees must inform the Company in writing at least 28 days before the beginning of their expected absence from work due to pregnancy.


Statutory Maternity Pay is payable for a maximum of 39 weeks, and can start from the 11th week before the baby is due, no earlier – but may be later. Employees should inform the Company in writing of when they wish to receive any Statutory Maternity Pay to which they are entitled. Statutory Maternity Pay will be paid in intervals.


Employees will be entitled to Statutory Paternity Pay at the rate according to the rules set out in current legislation. Statutory Paternity Pay is payable for 2 weeks, within 8 weeks of birth or adoption. Employees must inform the HR Officer 15 weeks before the baby is due by completing SC3 Form, so that we can discuss your entitlements and obligations can be explained to you.


capability and disciplinary procedures


The disciplinary rules that form part of your contract of employment and the procedures that will apply when dealing with capability or disciplinary issues are shown under the headings “Capability Procedures” and “Disciplinary Procedures” in the Employee Handbook to which you should refer.


capability/disciplinary appeal procedure


Should you be dissatisfied with any decision to take action or dismiss you on capability/disciplinary grounds, you should apply, either verbally or in writing, to the Director within five working days of the decision you are complaining against. Further information can be found in the Employee Handbook under the heading “Capability/Disciplinary Appeal Procedure” to which you should refer.


grievance procedure


Should you feel aggrieved at any matter relating to your employment, you should raise the grievance with the Recruitment/HR Officer or the Manager, either verbally or in writing. Further information can be found in the Employee Handbook.


termination of employment


If you terminate your employment without giving or working the required period of notice, as indicated in your individual Statement of Main Terms of Employment, you will have 1 week pay deducted from you. This is an express written term of your contract of employment. You will also forfeit any contractual accrued holiday pay due to you over and above your statutory holiday pay, if you fail to give or work the required period of notice.


notice of termination to be given by employer


Under 1 month’s service - Nil.


1 month but less than 2 years’ service – 1 week.


2 years’ service or more - 1 week for each completed year of service to a maximum of 12 weeks after 12 years


notice of termination to be given by employee


Under 1 month’s service – Nil.


  • 1 month’s service or more
      1 week for contracts less than 16h

      2 weeks for contracts 16h+


  • We reserve the right not to apply our full contractual capability and disciplinary procedures during your probationary period, which includes notice of termination from the employer.


    pay in lieu of notice


    We reserve the contractual right to give pay in lieu of all or any part of the above notice by either party.


    pension and pension scheme


    When required, we will operate a contributory pension scheme to which you will be auto-enrolled into (subject to the conditions of the scheme). Further details are available from the HR Team.


    For and on behalf of the Employer





    I acknowledge receipt of this statement and agree that, for the purpose of the Working Time Regulations, any applicable entitlements and provisions constitute a Relevant Agreement.

    Employee signature