Zero Hours Contract Statement Of T&Cs Of Employment

Contract - zero hour form

ZERO HOURS CONTRACT
STATEMENT OF TERMS AND CONDITIONS OF EMPLOYMENT

In accordance with the requirements of the Employment Rights Act 1996 this statement describes the main terms and conditions of your employment with FastKlean.
1. Employee
Full Name*
Address*
Street Address Address Line 2 City ZIP / Postal Code
Telephone Number*
Pay roll number:
2. Date of Commencement of Employment
Your Employment with
Full Name*
began on the
Employee start date*
No previous employment counts as continuous employment with this or any associated employer.

You are employed on a zero hour contract and therefore are not provided with regular guaranteed hours of work but are called upon for employment when required.

The Company will not incur any liability towards the zero hour worker in the event of the Company failing to engage the zero hours worker on any assignment.

The worker hereby acknowledges and accepts that any assignments are in the nature of the work and the Company is under no obligation to provide continuing assignments.

The worker hereby further acknowledges and accepts that solely the Company shall determine his suitability for any particular assignment.

The Company is not obliged to offer any assignment to the worker.
1. Probationary Period (New Employees Only)
The first six months of your employment will be probationary. The probationary period is the initial period of your employment during which time both the Company and the employee assess the suitability of the arrangement. Your Manager will monitor and regularly assess your performance, discussing his or her assessment with you. This review will cover any training you are receiving, your conduct, attitude and standard of work performance. If the Manager has any concerns with any of these areas he or she will agree with you the appropriate corrective action which may include further training, retraining, redirection and/or an extension of your probationary period or termination of your employment.
1. Job Title
You are employed as a
Employee job position*
The Company reserves the right to make changes to the job title/job description and duties to be undertaken by the jobholder from time to time.

However, when it is considered necessary or appropriate by management you may be required to carry out any other duties considered within your skill and competence to assist the smooth running of the business.
1. Place of Work
Due to the nature of your employment you will be required to work at the various client site locations, of which you are assigned to as determined by the needs of the business.
1. References
Engagement is subject to satisfactory references (where these are requested).
1. Remuneration
Your salary is as detailed in your letter of appointment as revised from time to time. You will receive payment for the actual number of hours worked. You will be paid [[fortnightly in arrears by BACS on the Fri day]] of that week. Your pay advice will show your basic rate of pay, and statutory or voluntary deductions and the amount of your net pay. If you have any specific queries about your pay these should be raised with your Manager.
1. Hours of Work
Normal business hours are vary, Monday to Saturday. You are employed on a zero hour contract and therefore you are not provided with regular guaranteed work. Due to the particular needs of the business, you are required to work such hours as the needs of the business dictate. The Company will notify you on a weekly basis by later than 17:00pm on each Friday of the following week’s hours of work, however you may be required to work additional hours to those stated from time to time due to the business needs and customer requirements.
1. Time keeping
All employees are required to have a responsible attitude towards time keeping. You will be expected to be ready to start work at the commencement of your normal working day. Persistent lateness will render the employee liable to disciplinary action, which could lead to dismissal.
1. Holidays
The holiday year runs from the 1st January to the 31st December. You will accrue holiday entitlement proportionate to the number of contracted hours of work that you perform as compared with a 37.5 hour week for a normal full time worker entitled to 20 days plus the 8 statutory holidays. Your entitlement will be calculated on a pro rata basis.

You are entitled to a maximum of 20 days holiday plus the 8 days statutory holidays. The casual nature of your work with variable working hours makes it impractical to define in advance the amount of holiday to which you will be entitled.

Due to the nature of the business you may be required to work on a statutory holiday and you will be notified of this in the ordinary way on your shift rota. If you should work on any such statutory holiday you will be entitled to a day off in lieu at some later date at a mutually convenient time.

Holiday entitlement may not be carried forward to the next year. All holidays must be arranged at times to be agreed with the company. No more than 2 weeks holiday entitlement may be taken at any one time except in exceptional circumstances.

Where a recognised public holiday falls on a Saturday or a Sunday, alternative dates will be substituted for these. Employees will be advised of these as early as possible.
If for whatever reason the government moves a statutory holiday resulting in a change to the date a statutory holiday falls, the company has absolute discretion in respect of those days on which any applicable enhanced rates are paid.

On termination of employment, holiday entitlement will be calculated to the nearest full month worked. If an employee has already taken holidays, which have not been worked for, any excess holiday paid for will be deducted from the final salary.
1. Sickness/Injury Absence and Pay
You may be entitled to Statutory Sick Pay (SSP) during any unavoidable absence through sickness or accident provided you meet the necessary qualifying criteria for the statutory payment and you follow the notification and certification procedure for SSP which is as follows.
1. Medical Treatment
Appointments for visiting the Doctor or Dentist should as far as possible be made outside working hours. Where an appointment can only be made within working hours, permission in advance must be obtained from your Manager who will require you to take a half day holiday from your annual entitlement. In respect of Hospital appointments which occur during working hours, you will not be required to take a half days holiday, but the time taken to attend such appointments will be unpaid.
1. Maternity/Paternity
An employee who is pregnant has the right to time off with pay for antenatal care. This includes appointments with the GP or hospital and parent craft classes. Employees must produce a card from the hospital or clinic confirming the appointment to your Manager. An employee who stops work to have a baby has a right to a period of maternity leave. There are certain provisions concerning payment for time off and returning to work, which the Company will discuss with you. Employees should notify the Company of their antenatal appointments at least 48 hours in advance. The right to paternity leave is set out in the Paternity and Adoption Leave Regulations 2002. If you would like further information on Paternity or Adoption Leave please ask the Company for details. Additional Paternity Leave applies to those with a baby due on or after 3rd April 2011. Following a mothers return from ordinary maternity leave, a father is entitled to take a further 26 weeks of leave (Additional Paternity Leave). Any outstanding SMP will be paid to the father. APL must be taken in one continuous period, for a minimum of 2 weeks and must be in week blocks. APL can be taken between 20 weeks after the date the child was born and its 1st birthday. There are strict conditions with regard to notice you must give the Company, therefore you are advised to contact management as soon as reasonably practicable in order to make such a request. Failure to notify the Company by the end of the fifteenth week before the EWC, may result in the loss of this right.
1. Absenteeism
Absence for any reasons other than authorised holiday leave (with or without pay) or genuine sickness absence will be treated as unauthorised absence by the Company and may result in disciplinary action and non payment of salary for the period of unauthorised absence except in exceptional circumstances and with the written authorisation of a Director/Senior Manager.
1. Pensions
1. Confidential Information and Non Solicitation/Non Competition/Non Dealing
You agree that you shall not either during the course of your employment or at any time after its termination, make use of for your own or another persons benefit, or divulge to a person not authorised by the Company to receive it, any confidential information as described or referred to above concerning the Company’s business which may have been disclosed to or have otherwise come into your possession in the course of your employment.

If such disclosure or misuse of information occurs during the course of your employment the Company will treat such conduct as gross misconduct and reserves the right to terminate your employment without notice or payment in lieu. Such misconduct is described in the Company’s disciplinary procedure, which forms part of Contract of Employment.
1. Security
You will be required to ensure that all documents papers, correspondence, customer lists price lists and other papers including private notes concerning the Company are kept secure at all times. You are not expected to take any papers or documents belonging to the Company home with you when you leave at the end of the day except where this is strictly necessary for the proper performance of your duties. Any unauthorised conduct in this respect, which causes loss or damage to the Company or to any customer past present or future, will be regarded as serious misconduct from which you may be dismissed should the circumstances warrant this. In the interests of the Company and its employees, the Company reserves the right to carry out random searches of employees personal belongings in order to ensure that none of the Company’s products or property is being taken from the premises illegally.
1. Property to be Returned on Termination
You are required to deliver to the Company before the end of your employment or immediately after should your employment terminate without notice, all papers, documents, keys, cars and all property properly belonging to the Company. You will be required to sign an undertaking that all such property has been duly returned.

19. Representing the Company You are not permitted to represent yourself as an authorised agent for the Company except in the course of the proper performance of your duties or where authorised so to do. When your employment ceases you must not hold yourself out in any business context as being an employee of this Company. Should there be any misrepresentation or intention to deceive in this respect or any attempt to interfere with existing business relations between this Company and its existing or potential (customers), suppliers or agents then the Company may take proceeding against you to prevent any recurrence and to recover any losses incurred as a result.
1. Notice
You are entitled to receive from the Company a minimum of one day’s notice of termination of employment up to 4 weeks service. After 4 week’s employment you are entitled to receive one week’s notice increasing to two weeks after two year’s continuous service. Thereafter you will be entitled to receive a further week’s notice for each additional year’s service up to a maximum of twelve weeks after twelve or more year’s service.

Should you leave the Company during your employment you are required to give the Company one weeks’ notice.

The Company reserves the right to waive notice periods and to make a payment in lieu of notice. If you terminate your employment without giving your contractual period of notice the Company reserves the right to make a deduction from your final pay equal to the amount which would have been paid in salary during the appropriate notice period. (This includes any amount due from accrued holiday pay not yet taken).

During any procedure in which you are under notice (whether given by you or by the Company) to terminate your employment, it is hereby agreed that the Company shall be entitled to require that you need not perform your duties or attend the Company’s offices. Where the Company requires you to remain away from work during your notice procedure you will be required to comply with any conditions laid down by the Company and whilst on full pay during such time you will not be permitted to work for any other person or firm or on your own behalf without the Company’s prior written permission.
1. Grievance Procedure
A copy of the Company’s grievance procedure is appended to this statement.
1. Disciplinary and Dismissal and Procedures
A copy of the Company’s disciplinary and dismissal procedures are appended to this statement.
1. Appeals Procedure
An Employee may appeal against a grievance decision, the procedure for which is detailed in the grievance procedure appended to this statement. An Employee may appeal against a disciplinary or dismissal decision, the procedure for which is detailed in the disciplinary and dismissal procedure appended to this statement.
1. Health and Safety at Work
Employees are reminded that they have a statutory duty to observe all health and safety rules and to take all reasonable care to promote the health and safety at work of themselves and their fellow employees. You are required to comply with the Company’s health and safety rules and with all rules laid down by the Health and Safety at Work Act, the Workplace (Health, Safety and Welfare) Regulations 1992 and other European legislation together with all regulation made under them or under any other industrial safety statutes. Failure to comply with such rules may lead to dismissal. The Company places paramount importance on health and safety and welfare of employees at work. Every employee is further required to take such steps as are reasonably practicable to ensure the health and safety of him/herself and others affected by his/her work. (You must make use of all protective clothing and equipment that are provided for you and) you must co-operate with the management in all respects for the full implementation of the Health and Safety Policy. Wilful breaches of the Health and Safety Policy will be dealt with through the disciplinary procedure.
1. Patents, Copyrights and Designs
Any invention or any design created by any employee during the course of his or her employment or in the course of duties specifically assigned to him or her belongs to the Company. Subject to any contrary provisions of the Patents Act 1977 where applicable, the company shall be entitled without charge or fee to the sole ownership of any such invention or design etc, so far as the law permits, to the exclusive use thereof.
1. Gratuities
The use of Company contractors, consultants, suppliers etc. Employees are forbidden to accept gratuities, gifts, loans or other benefits from the Company’s customers or suppliers without the express written permission of their Director/Senior Manager. In addition employees are not permitted to make use of any services or be supplied with goods on a personal basis from any customer or supplier of goods and services or employee of any customer or supplier of goods and services to the company because of the possible conflict of interest unless full disclosure has been made and prior written permission obtained from a Director/Senior Manager. Should any such conduct come to the attention of the Company the Company reserves the right to treat this as gross misconduct for which your employment may be terminated without notice or payment in lieu.
1. Smoking
In the interests of health and safety and buildings insurance, smoking is not allowed in any of the Company’s premises or the Company’s client’s premises. Any employee found smoking on Company premises will be subject to disciplinary action which may result in your employment being terminated without notice or payment in lieu. If an employee is excluded from any of our customers sites for smoking, such an act will be considered to have taken place on the Company’s premises and the employee will be subject to disciplinary action as if the smoking had taken place at the Company’s premises.
1. Accidents
The Company is required to maintain a register of accidents whether major or minor.

In the event of an accident at work you should report the accident to your Manager and it will be noted in the accident book. This should also be reported to the Manager/ Client at the client site at which the accident occurred.

If you are involved in an accident whilst on the road you must comply with any statutory requirement in force at the time of the accident and report the facts to the Company immediately. An accident insurance form must be completed in full within 24 hours and given to your Manager.
1. Equal Opportunities Policy
We are an equal Opportunity Employer. The aim of our policy is to ensure that no job applicant or employee receives less favourable treatment on the grounds of sex, marital status, age, disability, race, religious belief, sexual orientation or political opinion nor should they be disadvantaged by conditions or requirements which are neither justified nor relevant to the job. Selection criteria and personnel procedures will be reviewed regularly to ensure that individuals are recruited, promoted and treated in all other ways purely on the basis of merit and ability to do the job for which they have applied.
1. Mobile Phones
The company prohibits the use mobile phones for non-work related reasons during working hours.

No Company employee may at any time or under any circumstances respond or answer any mobile phone, bleep or pager whilst the car is in motion. Staff from the company wishing to communicate via mobile phone should, in all instances leave a detailed message to be accessed when parked.

All employees using a mobile phone should ring into the office as required to receive messages when parked and convenient.

In the event of any vehicle accident involving a company vehicle, which can be shown was or may have been caused due to lack of care of the driver, by speaking on a mobile phone, may invalidate all insurance cover and may make the individual responsible in part or in whole.
1. Family Emergencies
Employees will be able to take unpaid leave to deal with immediate family emergencies. The time off to care for dependants allows for time off to deal with incidents such as sudden illness, death of or birth by a dependant, unexpected breakdown of care for a dependant, the making of longer term arrangements for a dependant who is ill or injured, or an unexpected incident involving the employees child during school hours or a school trip. No qualification period is required.
1. Telephone, Computer Security, Internet and e-mail Access and Misuse
There are business and legal requirements for having a telephone, computer security and misuse policy. Each employee has a responsibility for the protection of Company information and must therefore make himself/herself familiar with the relevant requirements in respect of telephone, computer security and misuse. All employees must ensure passwords and security passes remain secure and private. Each employee is responsible for reporting any breach of telephone or computer security, no matter how trivial. The information held on computers must be correct so that it can be relied upon by the Company and its customers. Any release or use of information must be authorised by a Senior Manager or Director and must be with the agreement of the person responsible for the data.

Employees are restricted to ensuring use of telephones and computers are for the proper performance of their duties only. Access to the Internet or e-mail facilities must only be used with the direct authority of Management or a Director and be for the performance of their duties only. Any employee found to be in breach of Company telephone or computer policy, will be subject to the Company’s disciplinary procedure, which could result in dismissal. Employees must not install software on the Company’s computer systems without the authority of Management or a Director and must only then be installed once the software has been checked and protected against computer viruses.

The company will audit and monitor use of the systems to ensure proper and effective business use. You should not expect privacy in the use of Company Internet, e-mail and fax facilities. All e-mail is stored and the Company may inspect an e-mail (including personal e-mails) at any time.

By accepting employment with the Company you consent to such monitoring and inspections.
1. Dress and Appearance
It is important that the Company should maintain a professional image to customers and other members of the public. Consequently, it is essential that all members of staff should maintain a smart and neat appearance.

All staff are expected to wear the uniform issued to them on commencement of their employment whilst undertaking their duties. You are responsible for cleaning your uniform and keeping it in a good condition. You are required to return your uniform upon termination of your employment.

Items of dress which are considered to be inappropriate during normal working hours include: training shoes, working boots, shorts, track suits, jeans, dungarees, sweatshirts, T-shirts, or pullovers which display prominent slogans or illustrations. This list is not intended to be exhaustive.

There is no objection to the wearing of jewellery, but it should not cause danger nor be detrimental to the overall appearance.

If members of staff have any queries relating to the advice set out above, they are requested to raise the matter in the first instance with their Manager.
1. Alcohol, Drugs and Solvents Abuse
The Company forbids the use of, possession, concealment, transportation, promotion or sale of alcohol and prohibited substances by an individual employed directly or indirectly regardless of site location.
Prohibited substances are defined as
Any employee found to be under the influence of drugs or alcohol whilst engaged in the activities of the organisation, including driving company vehicles, shall be liable to summary dismissal.
1. Changes in Terms and Conditions
Should there be any changes in your terms and conditions of employment within the Company you will be notified by personal consultation and written notification and/or through notices published on the notice board.
1. Changes in Personal Circumstances
You are under a duty to inform the Company of any change in your personal circumstances such as your address.
1. Data Protection Act 1998
In accordance with the Data Protection Act 1998 the Company is required to obtain your consent to process personal data held on your personnel file and the Company’s computer systems. By signing this documentation I give the Company permission to collect, retain and process personal information about me. This information will only be used in order to monitor compliance with the Law, best practice, security, equal opportunity and non discrimination.
1. Shortage of Work/Lay Offs
If there is a shortage of work for whatever reason the Company will endeavour to maintain continuity of employment wherever possible by placing people on short time or laying them off without pay. In such circumstances as much advance notice as can reasonable be given, will be if, in the Company’s opinion it becomes necessary to do so.

I accept that these terms and Conditions of Employment replace any existing contractual arrangements I may have with the Company. I confirm that I have received the original statement of Terms and Conditions of Employment of which this is a copy.
I
*
hereby accept the terms and conditions of employment as set out above

Employee’s Signature
Signature*
Date*

Contract - zero hour form

ZERO HOURS CONTRACT STATEMENT OF TERMS AND CONDITIONS OF EMPLOYMENT

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ZERO HOURS CONTRACT
STATEMENT OF TERMS AND CONDITIONS OF EMPLOYMENT