per annum 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. This salary is
pro-rated from your contract hours. Any additional hours worked will
be paid at your normal hourly rate.
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 1/12th 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.
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 4 weeks’ 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 – 6 weeks.
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 Recruitment/HR
Officer.
