STATEMENT OF MAIN TERMS OF EMPLOYMENT

STATEMENT OF MAIN TERMS OF EMPLOYMENT 2

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

Fastklean Limited
196 Lancaster Road, Enfield, EN2 0JH
employs
*
Your employment began on
*
No previous employment counts as part of your period of continuous employment.

JOB TITLE
You are employed as
*
. and your duties will be as advised by the Director. 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 from home and other locations as required. You will not be required to work outside the United Kingdom.

PROBATIONARY PERIOD
You join us on an initial probationary period of
*
months. 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. You will be informed of the outcome of your probationary period by the Line Manager and you should not consider your probationary period to have passed until such notification has been received. We reserve the right not to apply our full contractual capability and disciplinary procedures during your probationary period.

HOURS OF WORK
Your hours of work are variable each week. Actual days, start/finish times will be variable and agreed with you in advance. You will be expected to work a minimum of
*
hours per week over
*
days insert days on which work could fall, with a minimum of
*
hours per day, between
*
am/pm and
*
am/pm. You will not be expected to work for more than
*
hours per week. IF DAYS OF WORK COULD BE MON-SUN You are not *required/expected to work on more than
*
days per week. 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 by credit transfer as detailed on your pay statement. For authorised additional hours you shall be paid at your basic rate. In your first year of employment your salary will be proportionate to the amount of time left in the year. We will ensure that you always receive no less than the National Minimum Wage/National Living Wage.

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

BENEFITS
In
addition to any which may be mentioned elsewhere in this statement, your position has the benefit of:
Details of the above are shown separately.
The details included at i) above do not form part of your contract of employment and may be amended or withdrawn at any time.
ANNUAL LEAVE AND PUBLIC/BANK HOLIDAYS
Your holiday year begins on
*
and ends on
*
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 annual leave are shown in the Employee Handbook to which you should refer.

In addition to the annual holiday entitlement you are allowed the following public/bank holidays each year with pay. However, because of the nature of our business you may be required to work on any of the public/bank holidays listed below, and it is a condition of employment that you work on these days when required to do so. If you are required to work on any of these days you will be given an alternative day of leave in lieu. The date when a day off in lieu is to be taken is to be mutually agreed with us.

The public/bank holidays each year are:
New Year's Day The last Monday in May
Good Friday The last Monday in August
Easter Monday Christmas Day
The first Monday in May Boxing Day
Entitlements are pro-rata for part-time employees.

Your holiday pay will be based on your average earnings over the previous 52 weeks in which wages were payable.

In the event of you working on any of the above public/bank holidays, you will be paid at single time for the hours worked.

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. We may require you to take any outstanding annual leave entitlement during your notice period.

OTHER PAID LEAVE
You
are entitled to the following types of paid leave subject to any qualifying criteria and notification requirements:
SICK LEAVE, PAY AND CONDITIONS
Any sickness absence taken is paid in line with the current SSP scheme. Conditions relating to the above are shown in the Employee Handbook to which you should refer.

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. No further training entitlement is offered by the Company.

CAPABILITY AND DISCIPLINARY PROCEDURES
The disciplinary rules and procedures 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 must apply, either verbally or in writing, to a Director within five working days of the decision you are complaining against. The Company will exercise discretion in hearing appeals which are submitted outside of this timeframe. 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, raise a grievance promptly with your Manager either verbally or in writing. Whilst there is no deadline by which grievances must be lodged, it may be more difficult for the Company to effectively deal with your grievance if the complaints relate to something which took place a long time ago. Further information can be found in the Employee Handbook.

NOTICE OF TERMINATION TO BE GIVEN BY EMPLOYER
Under 1 month’s service - Nil.
1 month but less than 5 years’ service - 1 month.
5 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 month.

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
We operate a contributory pension scheme which you will be auto-enrolled into (subject to the conditions of the scheme). Further details are available from the Director.
For and on behalf of the Employer**
Date**
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**
Date**

STATEMENT OF MAIN TERMS OF EMPLOYMENT 2

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New Year's Day	The last Monday in May
Good Friday	The last Monday in August
Easter Monday	Christmas Day
The first Monday in May	Boxing Day