Manager Contract

Manager Contract

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


RT Manager Ltd


30 Underwood Road, Paisley, PA3 1TL

Employs:

Your employment began on

YYYY slash MM slash DD


No previous employment counts as part of your period of continuous
employment. You will serve a probationary period of 6 months that
will be reviewed on:

YYYY slash MM slash DD

job title



You are employed as a Retail Manager and your duties will be as
advised by Senior 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:


You may be asked to work at any of our other sites as required by the
needs of the business and you will be given notice of no less than 5
working days. You will not be required to work outside the United
Kingdom. Due to the nature of the business, you may need to travel
from time to time to any of our sites.


Hours of Work



Your normal hours of work are 45 per week, as per the weekly rota,
working a maximum 5 days from 7. The business is opened 24 hours, so
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 30-minute
unpaid break. You may be required to work additional hours when
authorised and as necessitated by the needs of the business.


Remuneration


Your salary is currently: £


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.

Employee signature

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