STATEMENT OF MAIN TERMS OF EMPLOYMENT

You will normally be required to work at 196 Lancaster Road, Enfield, EN2 0JH You will not be required to work outside the United Kingdom.

You have no guaranteed hours of work in any given week. Your actual hours to be worked each week will be as necessitated by the needs of the business and will be notified to you by your Manager. In some weeks you may not be required to work any hours. Payment will only be made for actual hours worked and therefore no payment will be made for weeks where you are not required to work. Breaks are unpaid and in line with the Working Time Regulations.

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

Your holiday year begins on 1st January and ends on 31st December each year, during which you will receive a paid holiday entitlement of 20 days. Entitlements are pro-rata for part-time employees. In your first holiday year your entitlement will be proportionate to the amount of time left in the holiday year. Conditions relating to the taking of holidays are shown in the Employee Handbook to which you should refer.

Your holiday pay will be based on your average earnings over the previous 12 weeks.

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.

There is no contractual sickness/injury payments scheme in addition to SSP.

Conditions relating to the above are shown in the Employee Handbook to which you should refer.

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.

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.

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

Under 1 months 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.

Under 1 months service - Nil.
1 month’s service or more – 1 week.

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

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 separately.