Contract for Services Handbook VERSION 11 12.08.2022
2 Contents Title Page 1. Our business 2 2. Understanding Employment Status 3 3. Entitlement to work in the UK 3 4. Working with us 3 5. Our professional reputation 3 4 6. Assignments 4 7. Conduct 4 6 8. Working timeregulations 6 9. Recording hours worked 6 7 10. Absence from work 7 8 11. Pay, holiday pay, and pay queries 8 10 12. Changing your details 10 13. Agency worker regulations worker rights 10 12 14. Equal opportunities 12 14 15. Dignity at work 14 15 16. Preventing hidden labour exploitation and Stronger Together 15 17. Ethical trading 15 18. Complaints 16 19. Benefits pensions FAQ’s` 17 20. Health and safety the policy 17 21. Health and safety manual handling 18 22. Health and safety first aidand accidents 19 23. Health and safety fire 19 24. Health and safety special notes for food production assignments 19 25. Statement of best practice 19 1. Our business Originallyfoundedin1998,wearenowoneofthetopfivelargestindustrialprovidersintheUK,supplyingtemporary,contract and permanent workers to companies across industrial, commercial, technical, construction, fmcg and healthcare sectors. We offer nationwide coverage through high street branches, specialist divisions and onsite managed solutions. With a turnoverofalmost£200millionin2019,wecurrentlypayrollinexcessof12,000temporaryworkerseachweekandcovermore than 3 million shifts per year. This policyis applicableto all businesses, offices and operations within the gap personnel group, including: gap personnel Holdings Limited Company Reg 3589208 GLAA CAST0004 https://www.gap personnel.com/ global personnel Limited Company Reg 11828264 https://global personnel.com/ gap technical Limited Company Reg 5646432 https://www.gap technical.com/ gap personnel (TELFORD) LTD company Reg 13377649 GLAA GAP0008 https://www.gap personnel.com/ Quattro Recruitment Limited Company Reg 7131120 GLAA QUAT0001 https://www.gap personnel.com/ Quattro HealthcareLtd Company Reg 9389534 https://www.gap healthcare.com/ Through collaboration and innovation, we increase our Hirer’s productivity and exceed their efficiency targets, all while maintaining full complianceand commitment to serviceexcellence. This handbook has been created with the intention of providing information to our applicants and workers about important industrylegislation, basic health and safety information,social and ethical compliance practices,keyexpectations we have ofyourconductwhilstrepresentingtheemploymentbusiness,followedbykeypoliciesandproceduresyouneedtobeaware of. Please ensure you take the time to read this handbook, if there is anything you do not understand or need further advice on please feel free to ask us. ThishandbookistobeusedinconjunctionwithContractForServicesagreements.Alternativehandbooksareprovidedwhere other Employment Status agreements are entered into.
You must be legally entitled to work in the UK. The local office will have already checked and validated your identification and Right to Work in the UK,however, should your documentation and therefore Right to Work in the UK expire whilst you are in our employment you will be requested to provide new documentation. If you are aware of any pending changes to your visa or other permissions to work in the UK, you must inform the employment business immediately.
a) Co operate with the Hirer, its employees and other workers. Accept the supervision, direction and control, and instruction of any responsible person in the Hirer’s organisation.
Workingviaintermediaries
ConstructionIndustryScheme(CIS) CIS arrangements are restricted to individuals who are fully registered under the government CIS scheme; and where the and where the assignment on offer is authorised to be completed under CIS regulations. If you are CIS registered please adviseyourconsultantwhowillinformyouwhethertheassignmentisapprovedforCISpriortoyouacceptinganopportunity.
c) Treat with courtesy and respect the Hirer, all fellow workers, our staff and any site visitors.
An intermediary is where you work for a Hirer through an intermediary. These may be umbrella companies, LLP or limited company models. If working via an intermediary it is essential you fully understand your employment status and responsibilitiesbasedonthemodelyouareengaged.WehaveastrictPSLofapprovedintermediaries,ifthisisyourpreferred method, please check with aconsultant to make sure theintermediary you wish to beengaged by is on our PSL. Ltdcompany
4.Working with us
ContractOfService Contract
If we discover you do not have permission to live and work in the UK, and or your permission to do so isrevoked or expired and you cannot provide new documentation, we are entitledto terminate your assignment immediately without giving you any notice or paying you inlieu of notice and will be obligedto inform UKBA.
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5.Our professional reputation
Now you have successfully registered with us you will beplaced onto our availability list and considered for suitable assignments. It is your responsibility to notify us of your availability thereafter and wewould encourage you to keep regular contact with the branch every Friday detailing your availability for the coming week. By doing so you will be placed on our weekly availability list and ensure that you are considered for all positions incoming that week. This will also demonstrate your enthusiasm and commitment to obtaining employment opportunities with us.
Workers provide limited amounts of work through temporary assignments and have no mutuality of obligation to the business to accept any assignments offered, in the same way, the business has no obligation to offer assignments to the contract for services worker. Contract For Services workers do not have employee status.
3.Entitlement to work in the UK
Pleaseconductyourselfprofessionallyatalltimes.Bepoliteandaimnevertocauseoffenceormisunderstanding.Remember that when on assignment you are our ambassador and we request you do your best to promote the interests of us and upholdourpoliciesatalltimes.Belowisanon exhaustivelistofexpectationssurroundingconductwhilstonassignmentwith us:
b) Observe any rules and regulations of the Hirer’s workplace to which your attention has been drawn or to which you might reasonably be expected to anticipate or have been delivered.
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Of Service agreements are rarely used within our business however, those who are engaged under a Contract Of Service are described as employed workers and benefit from a guaranteed set number of hours over an agreed period of time. A Contract OfServiceisanemployment contract whichisbetweenandemployer andanindividualandassuchthere becomes a mutuality of obligation. Employed workersare considered as having employee status.
A limited company iswhen you run your businessand servicesaresuppliedthrough the businessrather than yourself asan individual.Operatingaslimitedcompanymeansyouarefullyresponsibleforeverythingitdoesanditsfinances.Oncondition that the necessary documentation is provided, wewill engage a Ltd company via a business to business contract.
ContractForServices Contract For Services is the most common contractual scenario engaged between employment businesses and workers.
Understanding employment status
Personalprotectiveequipment(PPE) PPE means all equipment and clothing which isintendedto be worn or held by a person at work and which affords protection against one or more risks to health or safety. PPE includes the following:
e) Take all reasonable steps while working for the Hirer to safeguard your own, and the safety of others who may be present or be affected by your actions during the assignment and comply with the health and safety policy of the Hirer.
Scopeofassignment
a) you are confident the Hirer,role and assignment match the criteria you are seeking; b) you can commit to completing the assignment in full.
7.Conduct Personalappearance
Our workers are renowned for maintaining a high level of personal appearance and dress at all times. Presenting a professionalimageisveryimportant. Inparticular,youshouldfollowallinstructionsfromtheHirerregardinguniforms,safety equipment and PPE, acceptable dress and conduct, specifically with reference to health, safety and hygiene. If dressed inappropriately you may be sent home and required to return suitably attired. In such circumstances, no payment will be made for time spent away from work. In circumstances where you may consider that observing the dress code may contravene principles regarding discrimination, you should contact the employment business in order to discussthe issue.
Where you are offered an assignment that we believe to be suitable, you will be notified by telephone and provided full information regarding the Hirer, the role and the assignment. If you accept you will be provided with confirmation in writing in the form of a “Temporary Assignment Details Form” detailing the Hirer and site specific information including pay, any anticipated AWR enhancements, holiday entitlement and health and safety details.
Outsideassignments
Workwear/Uniform Some Hirers mayoperate awork wear / uniform policy on their site. You will be advised in advance of an assignment the specific detail of a Hirer’swork wear / uniform policy.
Equipment From time to time you maybe issued with other items such as locker keys, swipe cards or other equipment to undertake the assignment.
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Reminder:Employmentisfreelychosen,youarefreetoacceptorrejectanyworkoffered,andwewouldstresstheimportance of only accepting an assignment where:
Whileonanassignment, you must not carryout anyjob functionsor tasksthat areoutsidethescopeofyour assignment as notified to you. If, whilst working on an assignment, you are requested by the Hirer to carry out a task outside this scope, or for which you have not received requiredtraining pleasecontact the employment business immediately.
d) Conform to the standard operational working hours and rest breaks for the Hirer’s workplace (unless alternative arrangements have been made in advance bythe employment business and the Hirer).
6.Assignments
Assignmentoffers
You are not contracted to work for us and as such you are free to seek and undertake employment or assignment opportunities elsewhere. If you do undertake any assignments elsewhere alongside those undertaken with us, you should inform us of any hours completed. This is to ensure we meet Working Time Regulation requirements and where applicable ensure compliance with anyvisarestrictions you may have.
f) Do not engage in any conduct detrimental to the interests of the Hirer, the employment business, yourself and or others.
If you are uncertain about the assignment on offer please reject it providing reasons so we can improve our understanding of what opportunities to offer you in future. Where suitable assignments are continuously rejected (five or more occasions) this may be cause for consideration to remove you from our availability.
g) Do not use any motor vehicle or any mechanised equipment in connection with any assignment unless you hold the relevant certification, have undertaken the necessary training and have confirmed the proper insurance cover is in force for such use.
c) ByacceptingPPEor workwear providedbytheemployment businessor theHireryouagreethat suchitemsremain the property of employment business or the Hirer until 60 shifts have been completed (average of 12 weeks work), save where the variation of Terms of Engagement specifies an alternate timeframe
a) You will be advised for each assignment of any health and safety risks and the PPE required reducing risks associated.Itisaconditionofyour contractandresponsibilitiesundertheHealthandSafety at work act that,where it is requirement of an assignment for PPE items to be worn, that you will do so at all times. By accepting an assignment, you agree to adhere to the work wear / uniform code and accept that failure to do so will result in the termination of your assignment and your removal from site.
e) Iftheemployment businessor theHirer providesanyPPE,work wearor equipment toyoutobeusedinthecourseof an Assignment with the Hirer, you must take reasonable care of those items. Should items require re issue due to loss or damage beyond fair wear and tear, the employment business reserves the right to deduct the cost of replacement from any sums owed to you, as provided for in the variation to your Terms of Engagement.
f) Where required to, should your assignment end, or the employment business or the Hirer so request, you agree to return the items in a reasonable condition, subject to fair wear and tear and cleaned, within 48 hours of the end of your assignment or such request. In the event that you do not comply with these obligations, the employment business reserves the right to deduct the cost of replacement from any sums owed to you as provided for in the variation to your Terms of Engagement.
Please ensurethat you comply with Hirer security measures at all times,including any instructionsrelatingto thewearingof security badges or identity cards. Please keep confidential information, valuables, equipment and materials adequately secured at all times. You must never be in unauthorised possession of any property, including cash, belonging to the Hirer, your colleagues or the employment business. Report suspicious incidents or loss of items immediately to the Hirer or the employment business.
Security
ProvisionofPPE/workwear/equipmentprovidedbytheemploymentbusinessortheHirer
Smoking
ThePersonal Protective Equipment at Work Regulations1992 (thePPERegulations)state that workersmust have suitablePPE whenever they may be exposed to a risk to health and safety whilst at work.
It is illegal to smoke in all enclosed or substantially enclosed public places and workplaces. You must adhere to the Hirer’s smoking policy onsite and only smoke in the permitted areas or off site if smoking areas are not provided.
Boththeemployment businessandtheHirerreservetheright tostopandsearchfullyanyworkers(ortheirvehicles),prior to entry or before exit from the working location or during your shift, using whatever reasonable means are at their disposal. A search may be made of your office, desk, filing cabinet, car, bag or person.
d)
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Should you wish to provide / purchase or source your own PPE or work wear, you are entitled to do so, providing the items meetregulatoryor theHirer’sstandards.Indoingsoyou permit theemployment businessand/ or thehirer toinspectitems that you have provided yourself to ensure they comply. You may request the loan of PPE or work wear, subject to the conditions below, at any time.
e)
g) The question of the reasonable care of the equipment or clothing will be solely assessed by the employment business ’s reasonable judgement.
d) It is the employment business policy to reissue previously used and returned PPE or work wear, provided it is in a fit state and cleaned for use byanother user.
Stopandsearch
a) aprons, gloves and safety footwear; b) safety helmets; c) high visibility jackets; clothing designedto protect against adverse weather conditions; eye protectors, safety harnesses, respirators and life jackets.
b) Where required, PPE, work wear items and/or equipment will be provided free of charge, for use during an assignment.FormalwrittenagreementwillbeenteredintoasavariationtoTermsofEngagement,whichwillinclude a schedule of items and the associated liability issue of any PPE/work wear or equipment provided by the employment business.
TheprovisionofPPE/workwearprovidedbyyou
8.Working time regulations
a) amaximumaverageworkingweek (inclusiveofovertime)of not morethan48 hours(theaveragingperiodtobe17 weeks or longer in some cases), except where theindividual has in writing agreedto the 48 hour opt out;
Different methods may apply at different sites. Generallythe process will follow one of the following formats: Individualtimesheets
Please be mindful when in contact with employees of competitors or suppliers of the need to avoid (intentionally or unintentionally) revealing information which could be used by a competitor. Should you be contacted by any section of the media inrelation to us or any assignment through us, you will inform the employment business immediately before making any response. In no circumstances should we or any Hirer’s name be identified in any statement, interview or other communication. If you have any doubts as to what is expected, please ask the employment business’ representative. By accepting an assignment you agree that you will comply with requests outlined. Failure to comply will result in you being immediately sent home and your assignment may be terminated.
The Working Time Regulations 1998 are primarily health and safety legislation and are intended to protect workers from the risks that ariseout of working excessivelylong hours or for long periods without breaks.
b) a minimum of 12 hours rest between shifts; c) cannot work more than 8 hours per day / 40 hours per week;
If, while working with a Hirer,you are not provided with your statutoryrest breaks, you should raise this immediately with the employment business.
a) a 30 minute break if they work more than 4.5 hours;
Publicityandcompetitorrelations
We regard drunkenness or disorderly conduct (including being in possession of or under the influence of alcohol, drugs, unauthorisedsubstances,misusingsubstancesorlegalhighs)whilstatworkasaseriousmatter,suchbehaviour willnotbe tolerated and if identified we reserve the right to inform the police of any such behaviour. You may be asked by us or our Hirers to take part in a random alcohol or substance test. You should inform us of any prescribed drug(s) you are taking or course of treatment you are following which may impact on the result of a random alcohol or substance test or which may have an impact upon your ability to properly perform your job (e.g. by making you drowsy, affect concentration or have limitations on operating machinery).
d) a minimum of 24 hours rest every 7 days (or 48 hours every 14 days). This rest period does not have to include a Sunday;
9.Recording hours worked Before each assignment you will be advised of the process you will be required to follow for recording hours worked at the given Hirer’s site. This information will be communicated by your consultant and is available on the Temporary Assignment Schedule which is emailed to you at the start of each assignment.
g) protectionthroughtheEmploymentTribunalsfromsufferingdetrimentaltreatmentordismissalbytheemployment business for taking entitlements under the Regulations.
e) arestrictionof8 hoursnightworkinevery24 hour period,therestrictionof8 hourstobeaveragedexcept wherethe work involves special hazards or heavy physical or mental strainin which case it can never exceed8 hours; and
c) a minimum dailyrest periodof 11 consecutive hours in each 24 hour period;
f) 5.6 weeks paid annual leave apart from the excluded sectors no opting out of the annual leave provisions, no carrying over of holiday from one annual leave year to the next and no payments in lieu except on “termination of employment”;
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There are alternative regulations in place for young workers, if you area young worker you must have:
You would be issued with an individual timesheet which will be renewed on a weekly basis. Each week, simply follow any clocking in and out procedures required by the Hirer, enter the hours you work on the timesheet, have this signed by an authorisedrepresentative ofthe Hirer andreturnit to theemployment businessbyno later than 6.00pm on theFriday of the assignment week.
b) a 20 minute rest break where the working day islonger than 6 hours;
Alcohol,drugs,substancesofabuseandlegalhighs
d) a minimum of 2 (consecutive) days rest in a 7 day period
The Regulations provide that all workers should be entitled to:
At some sitesbiometric hand scanners have beeninstalled torecordhours worked. Ifworkingat asite containing these you will get set up on the hand reader prior to your first shift, you will beissued a pin number that is personal to you and you will need to enter the pin number and place your hand into the reader for verification at the start and end of each shift. Should you have any disabilities or conditions that you feel may hinder your usage of the biometric hand scanner, please speak to your consultant as we have alternative measures to avoid any detriment to your abilities to sign in and out. In some cases you will also be asked to register your department and/ or category of work. Remember, it is your responsibility to follow the correct procedures and failure to do so may result in delay or error in processing your pay.
Some sites may issue you with a swipe card to provide access into and around the building and also to log your hours of work. It is essential that if provided with a swipe card you have this with you each day or hours may not get recorded and there will not be a guarantee that you can evidence being on site. You are not to give your swipe card / fob to anyone else and this must be returned tous or the Hirer should your assignment cease.
Hoursofworkandovertime
If at any time, you are requested to complete hours in excess of 60 hours please speak to the employment business in advance so we can ensure the request complies with the criteria detailed above.
Where your absence is related to sickness you must make this clear when you call to notify us, providing full details and where possible, your expected date of return. You must notify us each day of absence where it is sickness related unless otherwise agreed.
Sickness
Swipecards/fobaccess
Timekeeping Always arrive for work in a good time before the time you are due to start in order to ensure you arrive at your work station for the start of your shift. If you anticipate beinglate at any time, contact the employment business immediately.
The total hours worked in any 7 day period shall not exceed 60 hours, except in exceptional circumstances where all of the following are met:
d) The employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents or emergencies.
Punctualityisveryimportant.Onthefirstdayofanassignmentwerecommendthatyoualwaysallowforunexpecteddelays and aim to arrive in good time readyto commence work.
You should try to ensure that, wherever possible, any medical or dental appointments are made outside your shift hours.
Holidays,JuryService,MilitaryServiceor otherreasonsshouldbeagreedinadvancewiththeemployment businesswhowill advise you of the procedureto be followed.
The hours of work applicable to any assignment will be notified to you in advance of the assignment start date. If overtime is available you will normally be told in advance. You are free to accept or reject overtime offered. If you are asked to work any hours different to those notified at the start of the assignment, please tell us so we can confirm the arrangement, adherence to working timeregulations and the rate of pay. Additional hours are not always paid at ahigher rate.
Bulktimesheet/manualsigning
10. Absence from work
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Biometrichandscanners
Attendance sheets will be present on site for you to log your name, start time, end time and require a signature. Where this methodisinplacepleaseensureyouprint your full nameincludinganymiddlenames,clearlyandincapitalstoreduceany errors in processing. The Hirer will transfer hours to a bulk timesheet and submit to uson a weekly basis.
Excessiveworkinghours
a) This is allowed by National Law, b) This is allowed by a collective agreement freely negotiated with a workers’ organisation representing a significant portion of the workforce, c) Appropriate safeguards aretaken to protect the workers’ health and safety.
As soon as you are aware that you are not going to be able to attend your shift you must notify us by telephone. We offer a 24/7 service meaning you are guaranteed to be able to get in contact with a member of our team. By notifying us as early as possibleit will enable us to communicate to the Hirer and arrange any necessarycover for your absence.
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Fitnotesandself certification
changes to your postal or e mail address. TaxandNationalInsurance We have a legal obligation to deduct PAYE and National Insurance Contributions from your pay. To avoid paying more tax than necessary or any delays in processing your pay, we must receive your P45, P46 or a P38s before you start your first assignment. If you do not pay PAYE and NIC in the usual way, special arrangements must be made through your branch. Taxcodequeries Once you have supplied us with your tax documents, and started working, any queries relating to your tax code should be directed to HMRC on 0300 2003300. Please quote thereference no that relates to your employer: gap personnel Holdings Limited 914/BA20477 global personnel Limited 120/SB94842 gap technical Limited 475/AB40131 gap personnel (TELFORD) LTD employer PAYEref 120/AE31648 Quattro Recruitment ta gappersonnel 531/JA43719 Quattro recruitment ta gaphealthcare 475/XB25299 You will also need to provide your Temporary Worker Reference number, which is on your pay advice slip. If you are being engaged via an intermediary please contact them directly to obtain their reference no, you would need to quote their reference no to HMRC not that of the employment business. National Insurance Numbers(NI) You must provide us with proof of your NI number. If you do not have an NI number yet, you can commence work, but you must apply for an NI number and provideus with proof of your application. You can apply by contactingthe NI number application line open Monday to Friday,8am to 6pm: Telephone: 0345 600 0643. Text phone: 0345 600 0644 Remember to bringin your NI Number as soon as you receive it.
Ifyourabsencemeansyouareawayfromworkforupto7days,wemayrequestaself certificationformfromyouwhenyou return to work.
Pending the type of sickness and environment you are working in you may not be permitted to return to work until you have been clear of illness for 48 hours e.g where you are workingin a food environment and have been vomiting.
If your sickness absence takes you over 7 days in a row (including non working days), it is advised you visit your Doctor/GP who would provide you witha fit note. The fit note will advise whether you areeither ‘not fit for work’ or ‘may be fit for work’.
Ifyoubecomepregnant,youshouldinformtheemploymentbusinesssotheycanarrangeforariskassessmenttobecarried out to ensure the health and safety of you and your baby whilst at work.
To ensure accurate information is provided in relation to your eligibility to maternity / paternity / adoption / bereavement entitlements please contact CharlotteOwens via our payroll helpline on 0808 1785 534.
11. Pay, Holiday Pay and Pay Queries
Maternity/paternity/adoption/bereavementleaveandpay
Employers can take a copy of the fit note, you should keep the original. If you do not qualify for SSP we will provide you with an SSP1 form which you can use to facilitate a claim through the job centre.
We know how important it isto be paid promptly and it isalways our intention to ensure your pay isaccurate. Provided the appropriate timesheet procedures have been completed as instructed, payments will bemade directly by credit transfer into your bank or building society account on the Friday following the week you worked. Payments will onlybe made to a bank account of which you are the registeredaccount holder or joint account holder. Full payment details will appear in your pay advice slip. Payadviceslips Youwill receive your payadviceslipbyemail onaThursdayprior tomoniesclearinginyour account onthe Friday. Your pay adviceslipwill besent toyouusingthee mail addressyouprovidedinyour registrationdetailsor CV. Paper copiesmaybe requestedfromyour local informthe employment businessofany
branchinexceptional circumstances.Youmust
b) At some clients, your holiday entitlement may increase following completion of the 12 week AWR period, your consultant will notify you at the point of placement and this will be detailed on your assignment schedule if this applies and to what value;
g) Applications for holiday must be requested through your local branch and authorised by the client. If you wish to take paid holiday it is requested that you give a minimum of one week’s written notice (where possible) of the proposed holiday dates to your representative at the employment business.
*WhereyouareengagedbyQuattroGroupHoldingsLimited/QuattroRecruitmentLimited/QuattroHealthcareLtdthe leaveyearcommencesonyourassignmentstartdate. Theleaveyearwillresetannuallyonthetaxweekinwhichthe anniversarydateapplies. Proportionatediscretionwillbeappliedasperpointe.
Exampleofstandardentitlementcalculationon40-hourwk
After 6 weeks continuous employment at theBasic of 40 hrs per week you will have accrued 0.7242 weeks. The average hours over the 6 weeks would be 40 so your accrual would equate to 28.97 hours leave (40 average hours x0.7242) and you could claim 28.5 hours paid leave.
c) Holiday destinations must be recorded on the holiday request to enable “Return to Work” procedures to be carried out (this is particularly applicable to our industrial food clients);
Exampleofstandardentitlementcalculationon16 hourwk
f) Holidaysmaynot becarriedover,paidontopof afull weeklywageor tocover sicknessor unauthorisedabsence; it will onlybeprocessedwheretheholidayisactuallytaken.ThisisclearlystatedintheTermsofEngagementthat are issued to ALL temporary workers;
After 6 weeks continuous employment at theBasic of 40 hrs for 3 weeksand 16 hoursfor 3 weeks you will have accrued 0.7242 weeks. The average hours over the 6 weekswouldbe 28 (3 x40 hours+ 3 x16 hours / 6) so your accrual would equate to 20.28 hours leave (28 average hours x 0.7242)and you could claim 20 hours paidleave.
In all instances, as you are not guaranteed a standard weekly salary, therate at which your holidays will be paidat will be calculated by working out the average rate received over the previous 52 weeks, no account shall be taken of a week in which no remuneration was payable,instead earlier weeks will be includedto achieve the average.
PayQueries
We recognise theright to paid holiday by our temporaryagency workers and employees and at all times seek tocomply with
e) Asyouarepaidweeklyinarrears,asmall%ofholidaymayaccrueinthefollowingweekspayrollprocessingrelating to work completed up to and including 30th June each year. This holiday accrual will be made available for you to take in a reasonable timeframe of the new leave year. The timeframe will be agreed with the relevant Regional Director,takingintoaccount your particular contractarrangements,thedate ofyour proposedholidayrequest and client requirements*;
9 HolidayPay
d) The Leave Year means the period during which the Agency Worker accrues and may take statutory leave, commencing on 1st July andending on 30th June*;
For any questions or queries regarding pay, please contact the local office immediately. We know how important it is to be paid promptly and it is always our intention to ensure your pay is accurate. As a business we get paid by Hirer’s based on whatwehavehadauthorisedandpaidtoyousoifyouhaven’treceivedaccuratepay,wecouldalsobemissingout,resolving queries quickly and effectively isa priority to us
In the unlikely event that you need to raisea formal pay query, pleasedo so as soon as possible. Where it requires investigation:
• We commit to providing aresponse within 24 hours of a pay query being loggedduring operational hours;
a)legislation.UndertheWorkingTimeRegulations1998youqualifyforpaidholiday.Yourholidayentitlementis5.6normalworking weeks (28 days if your normal working week is 5 days) paid holiday in each holiday year. This includes public holidays;
After 6 weeks continuous employment at theBasic of 16 hrs per week you will have accrued 0.7242 weeks. The average hours over the 6 weeks would be 16 so your accrual would equate to 11.59 hoursleave (16 average hours x 0.7242)and you could claim11.5 hours paidleave.
Exampleofstandardentitlementcalculationonvaryinghoursperwk
Pleasenote,notificationofchangesviaemailwillonlybeacceptedwhereitoriginatesfromtheemailaddressheldonrecord and to which your pay advice slipisissued. Changingyourname Ifyouarechangingyourname,youmustattendouroffices,thiscannotbecompletedviaanemailnotification.Yourchange ofnameproofmustbepresentedinpersonalongwithyourRighttoWorkdocumentatione.g.ifyougetmarriedandchange your name, we will be required to obtain a copy of the marriage certificate. The employment business can advise on what documentation you need to present based on your circumstance.
The Agency Workers Regulations (AWR) came into effect on 1st October 2011, and they are probably the biggest change to legislation for temporary workers since the introduction of holiday pay rules in 1998. It aims to ensure the fair treatment of temporaryworkerswho areretained onlong termassignments at the same hirer. In some cases thiswill mean that workers will eventually be entitled to receive the same pay, along with some benefits as if they had been engaged directly by the Hirer. There arealso somechanges to your rightsthat will apply fromthe firstday of your assignment with anyhirer that we place you with. Day1rights
From your first day on site you will be entitled to access to ‘Collective facilities and amenities’. This is not intended to extend to all benefits which a hirer might provide to directly recruited workers or employees such as subsidised access to an off site gymaspart ofabenefit packagetorewardlongtermserviceor loyalty. Rather,it appliestocollective facilitiesprovided by the hirer either to workersor employees asa whole or to particular groups of workers or employees. These mayinclude:
a) a canteen or other similar facilities; b) toilets/shower facilities; c) staff common room;
10 • Emergency advance payments will be paid at 70% of the total value, where the value is over £50, we will aim to processtheadvanceinlinewiththeoriginalpaydate;theremainderwillbeprocessedinthefollowingweekspayroll to account for tax, NI and other legal contributions which must be made; • Amendments under £50 value cannot be advanced and will be processed the following scheduled pay date; • Errors in payments due to inaccurate banking information being provided cannot be rectified until monies are returned from the bank. If monies are not ableto be returned by the bank paidto a repayment will not be made; • Errors in payments due to inaccurate signing in / out by the worker cannot be processed until signed agreement received from our client that hours were completed. SSP/SMP/SPP/SAP/bereavementquery For queries relating to eligibility of, or payment of SSP(Statutory Sick Pay),SMP (Statutory Maternity Pay),SPP (Statutory Paternity Pay), SAP(Statutory Adoption Pay) or Bereavement Leave, please contact CharlotteOwens via the dedicated Payroll Helpline on Tel: 0808 1785 534 P45s Should you wish to cease working for the employment business, please request your P45 from your branch. Your P45 will be processed the week following your final wages being paid 12. Changing your details We appreciate it may not always be practical for you to attend our offices around your work and where possible aim to alleviate this byallowing you to change the following details by email notification: a) Changing your bank details please note, we cannot change bank details without proof that the person is the account holder e.g. bank statement. Anychangesto your bank account must be requestedby9amontheMonday of the week you are due to be paid to guarantee moniesclearing in your new account on the Friday; b) Changing your email address; c) Changingyouraddress pleasenote,proofofaddresse.g.tenancyagreement,utilitybilletcisrequiredandshould be attached to the email with the change of address request. If for any reason you are unable to provide proof, are awaiting suitable proof please contact the employment business prior to emailing your request in; d) Changing your telephone number; e) Changing your next of kin.
13. Agency worker regulations - worker rights
Comparatorentitlements
Onceyouhavecompletedyour12thcontinuousweek,youwillbeentitledtoreceiveequalpayandbenefitstoacomparable permanent employee of the Hirer. If you are offered an extended assignment, we will advise you of any changes that will be made to your pay and benefits at the end of the review period. However, you are entitled to request this information at any time during your assignment with the Hirer.
Assignmentlengthorduration
WhathappensifweextendyourcontractwiththeHirer?
a) IfyourassignmentwiththeendHirerdoesnotexceed12weeks(countingfromeitherthestartdateoftheassignment or the 1st October 2011 whichever is later) then obviously you will not be entitled to post 12 week Qualifying Period rights.
For any entitlement requiring a period of service e.g. enhanced entitlement to annual leave after 12 months the period starts at the time the qualifying period commenced (not 12 months and 12 weeksbut 12 months)
HowcanIcheckifIamreceivingmyfullentitlementunderAWR?
We operate a policy whereby all assignments will be for an initial maximum of 11 weeks. At 11 weeks we will review the requirements of the Hirer and contractual arrangements, this is called the review period. During the review period, we will consult with the Hirer,if you are still workingin the sameassignment at the end of the review period we may: a) extend your assignment with the Hirer; b) offer you a different assignment with the Hirer; c) terminate your assignment with the Hirer; d) offer you an assignment with another Hirer.
b) If you work through your own limited the company then you are likely to fall outside ofthe scope of the legislation.
c) If you are a professional worker (e.g. Doctor, Nurse, Architect) then you are likely to fall outside the scope of the legislation.
After an agency worker completes a 12 week qualifying period with the same hirer, in the same role, they will be entitled to have the same basictermsand conditions of employment as if they had been employed directly by the hirer. They are; a) key elements of pay basic pay, overtime etc., and personal performance bonus that are the same as you would have receivedifhireddirectly. Thisdoesnot includeprofitsharesor wholecompanybonusesthat arenot relatedto your personal performance;
This is a non exhaustive list and acts as an indication of which kind of facilities should be included. It applies to facilities by the hirer and thereforethese facilities will usually be on site.
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d) mother and baby room; e) prayer room; f) food and drinks machines; g) car parking; h) information about job vacancies direct with the hirer; i) a workplace crèche (NB If there is a waiting list for the child care facilities or other facilities, you would also be able to join the list and would not be given an automatic right, you just add your name to the bottom of the list.)
If you have any questions about your entitlements you should submit these to your account manager at the earliest opportunity. The legislation specifies a written request for information and twenty eight day response period. If you do not receive an adequate response after 30 days, you can escalate up the chain to the Hirer. However, we will normally respond to your request within 7 14 days. If the information you receive suggests to you that you have not received your full AWR rights, then you should discuss this with us to try to clarify any issues. If we identify any errors we will rectify these issues immediately (including any historical back pay etc.), or agree revised terms and compensation as appropriate. If you feel wehavenotresolvedtheissueadequatelythenyoushouldescalateacomplainttotheManagingDirector.Oncethisprocess is exhausted, should you feel unsatisfied with the resolution you can refer your complaint to ACAS.
b) duration of working time e.g. if working islimited to a maximum of 48 hours a week; c) night work; d) rest periods; e) rest breaks; f) annual leave; g) paid time off for antenatal appointments.
Arethereanyoptoutsorexemptions?
The Act provides protection for transsexual people. A transsexual person is someone who proposes to, starts or has completed a process to change his or her gender. The Act no longer requires a person to be under medical supervision to beprotected soawoman whodecidestolive asamanbut doesnot undergoany medical procedureswouldbecovered.
Awomanisprotectedagainstdiscriminationonthegroundsofpregnancyandmaternityduringtheperiodofherpregnancy andanystatutorymaternityleavetowhichsheisentitled.Duringthisperiod,pregnancyandmaternitydiscriminationcannot be treated as sex discrimination.
14.
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Age
The Act protects people of all ages. Age isthe only protected characteristicthat allows employersto justify direct discrimination.
Race For the purposes of the Act ‘race’ includes colour, nationality and ethnic or national origins.
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Absolutely not! We respect the rights of our workers and whilst our principle concern is to maintain regular flexible employment for our workers,wewill alwaysprotect our workersrights whilst doingso.Your rights torequestinformationand take action under this legislation are specifically protected by regulation 17 of the AWR and to take action against a worker for exercising rights under the regulations is an www.bis.gov.uk/assets/biscore/employmentwww.legislation.gov.uk/uksi/2010/93/pdfs/uksi_20100093_en.pdfoffence.matters/docs/a/11 agency workers regulationsguidance.pdf Equal opportunities
Whilst representing us on a temporary assignment, you must conduct yourself in an appropriate manner whilst you are in work and ensure that you do not discriminate against another person or engage in any conduct which may result in discrimination, harassment, bullying or the victimisation of another individual which will not be tolerated. For the avoidance of doubt, the following passages highlight areasof the Equality act 2010 which you areexpected to abide by.
Disability Under the Act, a person is disabled if they have a physical or mental impairment which has a substantial and long term adverse effect on their ability to carry out normal day to day activities, which would include things like using a telephone, reading a book or using public transport. The Act includes protection from discrimination arising from disability. This states that it is discrimination to treat a disabledperson unfavourably because of something connected with their disability.
Pregnancyandmaternity
If I submit a request for information about my AWR entitlements, is there a risk that my contract may be terminated?
ProtectedCharacteristic
We are committed to treating everyone equally and will not discriminate on the grounds of an individual’s “protected characteristic” under the Equality Act 2010 (the Act). We will not discriminate on the grounds of an individual’s membership ornon membershipofaTradeUnionandallworkershaveanobligationtorespectandcomplywiththispolicy.Asabusiness we embrace diversity and aims to promote the benefits of diversity in all of our business activities.
The Equality Act 2010 makes it unlawful to discriminate against people with a ‘protected characteristic, those protected characteristics are listed and defied below: a) age; b) being or becoming atranssexual person; c) being married or in a civil partnership; d) being pregnant or on maternity leave; e) disability; f) race including colour, nationality or ethnic origin; g) religion, belief or lack of religion/beliefs; h) sex or sexual orientation.
Marriageandcivilpartnership
The Act protects temporary workers who are married or in a civil partnership against discrimination. Single people are not protected.
Genderreassignment
Discriminationbyassociation
This is direct discrimination against an individual because others think they possess a particular protected characteristic. It applies even if the person does not actually possessthat characteristic.
The Act protects bisexual, gay, heterosexual and lesbian people. Discrimination can come in more than one form, when you are speaking to individuals you need to be aware of what topics you choose to share within your working environment in order not to offend others and pose a risk of discrimination. All protected characteristics are relevant in association to discrimination.
Direct discrimination occurs when someone is treated less favourably than another person because of a protected characteristictheyhaveorarethoughttohaveorbecausetheyassociatewithsomeonewhohasaprotectedcharacteristic.
This is direct discrimination against someone because they associate with another person who possesses a protected characteristic.
Example June works as a project manager and islooking forward to a promised promotion. However, after she tells her boss that her mother, who lives at home, has had a stroke, the promotion is withdrawn. This may be discrimination against Junebecause of her association with a disabled person.
Example Paul, a senior manager, turns down Angela’s application for promotion to a supervisor position. Angela, who is a lesbian, learns that Paul did this because he believes the team that she applied to manage are homophobic. Paul thought that Angela’ssexual orientationwouldprevent her fromgainingtheteam’srespectandmanagingthemeffectively. Thisisdirect sexual orientation discrimination against Angela.
Indirectdiscrimination
Sexualorientation
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Religionandbelief
In the Equality Act, religion includes any religion. It also includes a lack of religion, in other words temporary workers are protected if they do not follow a certain religion or have no religion at all. Additionally, a religion must have a clear structure and belief system. Belief means any religious or philosophical belief or a lack of such belief. To be protected, a belief must satisfy various criteria, including that it is a weighty and substantial aspect of human life and behaviour. Denominations or sects within a religion can be considered a protected religion or religious belief. Discrimination because of religion or belief can occur even where both the discriminator and recipient are of the same religion or belief.
Perceptiondiscrimination
Sex Both men and women are protected under the Act.
Example A small finance company needs its staff to work late on a Friday afternoon to analyse stock prices in the American finance market. ThefiguresarrivelateonFridaybecauseoftheglobal timedifferences.Duringthewinter somestaffwouldliketobe releasedearlyonFridayafternooninordertobehomebeforesunset arequirementoftheirreligion.Theyproposetomake the time up later during the remainder of the week. The company is not able to agreeto this request because theAmerican
Directdiscrimination
Example Jimis45 but looksmuchyounger. Manypeopleassumethat heisinhismid20s.heisnot allowedtorepresent hiscompany at aninternational meetingbecause the Managing Director thinks that heis too young. Jim hasbeen discriminated against on the perception of a protected characteristic.
Indirect discrimination can occur when you have a condition, rule,policy or evena practicein your company that appliesto everyonebutparticularlydisadvantagespeoplewhoshareaprotectedcharacteristic.Indirectdiscriminationcanbejustified if you can show that you acted reasonably in managing the situation, i.e. that it is ‘a proportionate means of achieving a legitimate aim’. A legitimate aim might be any lawful decision you make in running your business or organisation, but if there is a discriminatory effect, the sole aim of reducing costs is likely to be unlawful. Being proportionate really means being fair and reasonable, including showing that you’ve looked at ‘less discriminatory’ alternatives to any decision you make. Annex 1 contains an example of indirect discrimination.
Harassment
Example Anne makes a formal complaint against her manager because she feels that she has been discriminated against because of marriage. Although the complaint is resolved through the organisation’s grievance procedures, Anne is subsequently ostracised by her colleagues, including her manager. She could claim victimisation. With this in mind, regardless of your individual beliefs or opinions whilst you are in work representing us, your conduct should reflect this and you should treat all individuals how you expect to be treated.
Harassmentis“unwantedconductrelatedtoarelevantprotectedcharacteristic,whichhasthepurposeor effectofviolating anindividual’sdignityorcreatinganintimidating,hostile,degrading,humiliatingoroffensiveenvironmentforthatindividual”.
Harassmentbyothers
14 figuresarenecessarytothebusiness,theyneedtobeworkedonimmediatelyandthecompanyistoosmalltohaveanyone else able to do the work. The requirement to work on Friday afternoon is not unlawful indirect discrimination as it meets a legitimate business aim andthere is no alternative means to available 15. Dignity at work
As part of our overall commitment to equal opportunities, we are fully committed to promoting a harmonious working environment. All workers have the right to be treated with respect and dignity, in an environment free from harassment, victimisation and bullying.
Example Chris manages a Council benefits Office. One of his staff, Frank, is gay. Frank mentions to Chris that he is feeling unhappy after aclaimant made homophobicremarksinhishearing. Chrisisconcernedandmonitorsthesituation. Withinafewdays the claimant makes further offensive remarks. Chris reacts by having a word with the claimant, pointing out that this behaviour is unacceptable. he considers following it up with a letter to him pointing out that he will ban him if this happens again. Chris keeps Frank in the picture with the actions he is taking and believes he is taking reasonable steps to protect Frank from harassment.
TheEqualityActmakesyoupotentiallyliableforharassmentofyouremployeesorworkersbypeoplewhoarenotemployees or workersofyourcompany,suchascustomersorHirers.Youmaybeliablewhenyouareawarethat harassmenthas taken place, and have not taken reasonable steps to prevent it from happening again.
Bullying means any unwanted behaviour that makes someone feel intimidated, degraded, humiliated or offended. It is not necessarily always obvious or apparent to others, and may happen in the workplace without an employer’s awareness. Bullying can be between two individuals or it may involve groups of people. It might be obvious or it might be insidious. It may be persistent or an isolated incident. It can also occur in written communications, by phone or through email, not just face to face. Examples of bullying behaviour couldinclude:
Harassmentappliestoallprotectedcharacteristicsexceptforpregnancyandmaternityandmarriageand civilpartnership.
Temporary workers will now be able to complain of behaviour that they find offensive even if it is not directed at them, and the complainant need not possess the relevant characteristic themselves. Temporary workers are also protected from harassment because of perception and association.
Example Steveiscontinuallybeingcalledgayandotherrelated namesbyagroupofemployeesat hiswork,homophobiccomments have been posted on the staff noticeboard about him by people from this group. Steve was recently physically pushed to the floor by one member of the group but is too scared to take action. Steve is not gay but heterosexual; furthermore the group know he isn’t gay.This is harassment because of sexual orientation.
Bullying
a) spreading malicious rumours, or insulting someone; b) exclusion or victimisation; c) deliberately undermining anindividual by constant criticism; d) unfair treatment.
Victimisation Victimisationoccurswhenatemporaryworkeristreatedbadlybecausetheyhavemadeorsupportedacomplaintorraised a grievance under the Equality Act; or because they are suspected of doing so. A temporary worker is not protected from victimisationiftheyhavemaliciouslymadeorsupportedanuntruecomplaint. Acomplainantwillnotneedtocomparetheir treatment with that of a person who has not made or supported a claim under the Act.
c) Respectingtherightsoftemporaryworkerstojoinorformlegallyrecognisedtradeunionsoftheirownchoosingand to bargain collectively;
WeareproudtobeapprovedbusinesspartnersofStronger2gether.StrongerTogetherisamulti stakeholderinitiativeaiming toreducehumantrafficking,forcedlabour andother hiddenthirdparty exploitationofworkers.Theinitiative wasdeveloped by the ALP, GLA and migrant help and is being driven bythe majority of the UK’smajor supermarkets andretail chains.
f) Accept that job finding feesare a business cost, and will not allow these to be paid by job applicants.;
b) payment for work finding services
j) Should you be concerned, have suspicion or become aware of human trafficking, forced labour and or any other hidden third party exploitation of workers please make your manager aware so we can report it to the appropriate authoritiesand work together to abolish these illegal activities http:// stronger2gether.org/
As such, we and our suppliers commit to ensure that:
Ourcommitments:
a) employment is freelychosen; b) freedom of association and the right to collective bargaining arerespected; c) working conditions are safeand hygienic; d) childlabour shall not be used; e) living wages are paid; f) working hours are not excessive; g) no discrimination ispractised; h) regular employment is provided; i) no harsh or inhumane treatment is allowed
c) work related exploitation such as forced use of accommodation
i) Positively encourage and support employees and agency workers to report such exploitation which may be occurring within their communities.
Asaresponsiblecorporatebusiness,weaimtoactinasociallyresponsiblemanneratalltimesbyrespectingthe economic, social,cultural,politicalandcivilrightsofthoseemployedthroughourbusinessandcomplyingwithHumanRightslegislation.
15 16.
It is understood that it is often well hidden by the perpetrators with victims, if they perceive of themselves as such and are reluctant to come forward.
a) Complying with Human Rights legislation ensuring all employment is freely chosen;
d) At no point will weretain the identity papers of any applicants or workers; e) Accommodation will not be sourced, provided or recommended by us. it is the sole responsibly of our workers to source their own;
is exploitation of job applicants or workers by third party individuals or gangs other than the employer or labour provider including rogue individuals working within these businesses but without the knowledge of management. It includes:
a) forced labour and human trafficking for labour exploitation
b) Precluding the use of child labour and ensuring that the minimum age for workers is consistent with national laws and regulations;
g) Ensure that labour sourcing, recruitment and worker placement processes are under the control of trusted and competent staff members; h) Provide information on tackling “Hidden Labour Exploitation” to our workforce through a variety of formats such as workplace posters, worker leaflets, induction, other training;
As a UK leading industrial recruiter, we realise we are in at the front line of the recruitment process and key to tackling the problem of hidden labour exploitation. We commit to developing and adopting a proactive approach to tackling hidden labour Hiddenexploitation.labourexploitation
17. Ethical trading
Preventing hidden labour exploitation & Stronger Together
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Aninvestigationmeetingwillbeheldwithyouusuallywithinoneweek ofreceivingyour complaint, sothat youcangive your account of events. The investigator will arrange further meetings with you as appropriate throughout the investigation.
18. Complaints Policy and Procedure
If, following the investigation, you are still not satisfied you can write to the REC, our trade association of which we are a member markedfor the attention of the Consultancy and Compliance Team: DorsetREC, House, 1st Floor, 27 45 StamfordStreet, SE1London,9NT).
It may be necessary to interview witnesses to any of the incidents mentioned in your complaint. If so the importance of confidentiality will be emphasised to them. At the end of the investigation, the HR department will write a report of the findings of the investigation and the outcome to your complaint.
Ifyoufeelthattheresponseisunsatisfactoryandrequiresfurtherinvestigation,pleasereferyourcomplainttoanOperations Director contactdetailsfortheOperationsDirectorbestsuitedtodealwithyourcomplaintcanbeobtainedfromyourlocal Ifbranch.atthisstageyouarestillnotsatisfiedwiththeresponse,youcanthensubmityourcomplaintdirectlytotheHRDepartment.
Where your complaint is about someone other than an employee or worker, such as customer, supplier or visitor we will consider what action may be appropriate to protect you and anyone involved in the pending outcome of the investigation, bearing in mind the reasonable needs of the business and the rights of that person. Where appropriate, we will attempt to discuss the matter with the third party.
TheHRdepartmentwillinvestigatecomplaintsinatimelyandconfidentialmanner.Individualsnotinvolvedinthecomplaint ortheinvestigationshouldnotbetoldaboutit.Theinvestigationwillbeconductedbysomeonewithappropriateexperience and no prior involvement in the complaint. The investigation should be thorough, impartial, objective and carried out with sensitivity and due respectfor the rights of all parties concerned.
You will bekept informed atall stages of the investigation process and should therebe any delaysyou will beinformed.
19. Benefits
NOTE:Inanyevent,wewillcomplywithanystatutoryproceduresthatmayrelatetoyourcomplaint. -
The Company is committed to providing a high level of service to our customers. If you are not satisfied with the level of service you have received, we encourage you to inform us. This will help us to improve our standards. The Company procedurerequiresaspecificescalationroutetobefollowedforallcomplaints.Inthefirstinstance,pleasecontactyour local branchandescalateyourconcernstothebranchmanagerbyphonesothatwecantrytoresolveyourcomplaintinformally.
Where your complaint is about an employee or worker of The Company, the investigator will also meet with the alleged person who have the right tobe told the details of the allegations against them, so they can respond.
If the HR Department considers that the points raised in your complaint have been upheld, prompt action will be taken to addressit.
TheHRdepartmentwillacknowledgereceiptofyourcomplaintandkeepyouinformedofallupdatesthroughouttheprocess.
pensions FAQ’S 1. Whatis auto enrolment?
ActionfollowingInvestigation
In all instances, to obtain correct contact details, whether that be for post, email or telephone please refer to the contact details section of our website https://www.gap personnel.com/contact.
FormalInvestigations
It is our policy to ensure, as far as is reasonably practicable, that we protect and promote the health, safety and welfare of all temporary workersthrough the provision of a safe working environment, safe equipment and safe systems of work.
d) topassontotheworker all relevant informationobtainedfromtheHirer inrelationto known healthandsafety risks, measures taken by the Hirer to prevent or control such risks and any information regarding PPE, Uniform, or equipment required; e) to ensure workershave received health and safety training from theHirer andto actimmediatelyshould it become apparent that training has not been delivered; f) to co operate fullyin the investigation of accidents.
If you are automatically enrolled into the workplace pension, or elect to join, you will receive some useful joiner information about the scheme and about managing your pension online. This will explain the process for opting out and further action can only be taken when you have received the pack. Further information is available at: https://www.gov.uk/workplace pensions/about workplace pensions
Anewlawthatmeanswemustautomaticallyenroleveryworkerintoaworkplacepensionschemeiftheyareagedbetween 22 and State Pension age, earn more than £10,000 a year and work in the UK.
a) complywithall requirements ofThe HealthandSafety atWork etcAct1974 (asamended)andother legislation and codes of practice;
4. If I join and then return to my native country, what willhappen to mycontributions? Please speak to the workplace pension provider for more information.
It is possible to have both a workplace pension and your own personal pension and continue paying into both. Unless you opt out you will also be required to pay into the workplace pension.
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2. What happens if I alreadypay into a private pension?
Additionally, it is our intention to safeguard all people and assets in so far as they are affected by our operations, including temporaryworkers, visitors,contractors and the general public.
20. Health and safety - the policy
5. What happens if I have more than one job with the employment business? The pension contribution will be calculated on the pensionable pay you receive each week.
6. Whathappens if I don’twanttojoin the auto enrolment pension scheme?
b) review health and safety arrangements on an ongoing basis to ensure their effectiveness and continuous improvement; c) provideand maintain locations, equipment and systemsof work that are safe and without risksto health; d) establish emergency procedures as required; e) promote safety and reduce hazards; f) detail specialist skills or qualifications required by the temporary worker to carry out an assignment together with related health and safety information; g) pass to the temporary worker all information on health and safety issues connected with the assignment; h) unlessotherwiseagreedwithus,our Hirersaretocomplete ahealthandsafetyinductionfor all newstaff(including temporarystaff), retain induction and training records on file and whererequestedmake these available to us; i) tell the workforcethe name of his/her authorised healthand safety representative; j) record any accidents or injuries in their accident record book and report to the health and safety executive, in accordance with current requirements. Pass on the information to the local branch of the employment business.
a) to conduct inspections of Hirers’ premises to satisfy ourselves that the health and safety practices of the site b) are acceptable prior to theinitial introduction of a worker; c) to obtain information in relation to any risk assessments conducted by the Hirer, health and safety training that will be deceived to the workers and obtain evidence of the necessary liability insurances being in place by the Hirer, prior to the initial introduction of a worker;
The employment business’responsibilities:
OurHirers have a responsibility to:
3. If I were to leave, do I lose the moneyI paid in? No, the money will remain inyour pension fund and will be available to draw out once you reach pension age.
i)
Every Temporary Worker has a legal duty to take reasonable care of their own health and safety and that of other persons who may be affected by their actions and/or omissions.In particular, everyTemporary Worker has a duty to:
a) You must inform your Line Manager if you have had a previous history of back pain.
Temporaryworker responsibilities
a) ObservetheHirer’sHealthandSafetyPolicyatalltimesandaskforsightofthePolicybeforestartinganyassignment;
c) Be responsible not only for your own health and safety at work but also take reasonable care for the health and safetyofotherpersons(e.g.otherTemporaryWorkers,contractors,customers,workmen,etc.),whomaybeaffected by your acts or omissions at work;
j) If you need to position the load, put it down first then slide it into the desired position
Lifting WRONG! GOOD BASE MOVEMENT Pushing Pulling WRONG! RIGHT WRONG! RIGHT 22. Health and safety - first aid and accidents
b) Stop and think before you lift. Ensure that you have enough of space and be aware of any obstructions. Don’t lift unless you have to!
h) Keep the shoulderslevel andin the same direction as thehips. Keep theload close to the trunk for as long as possible and do not twist when turning to one side.
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f) Immediately report any perceived hazard or risk, accident, injury, dangerous occurrence or damage to property to their Line Manager; g) Co operate fully in theinvestigation of accidents.
d) Never misuse or interfere with anything providedin theinterest of health, safety or welfare;
d) Look out for sharp edges, nails, wires and splinters.
As the majority of roles will include some aspect of manual handling we have detailed some important information for you.
b) Take careto follow any safety regulations, including wearing the correct PPE required for the assignment;
21. Health and safety - manual handling
Manualhandlingregulationscoverthetasksinvolvingsupportingortransportingloadsbyphysicalhumaneffort.Youshould familiarise yourself with good handling techniques as hazards are not only presented by heavy loads. There is no particular maximum weight specified in the regulations, which recognise the fact that whilst weight is evidently a significant factor, there areother considerations of equal importance.
Thebasicruleofmanual handlingonyour assignmentis“thinkbeforeyoulift”. Pleaseremember allofthefollowingand,ifin doubt, then ask.
c) Get help if theload isbeyond your capacity, don’t try to lift it on your own.
e) Stand close to theload, feet slightly apart, one in front of the other to balance theload;. f) Bend your knees. g) Keep the back upright (thismaintains the spine’s natural curves) andlift with the legs.
e) Never operate/handle equipment for which they have not been trained;
You must ensure that you do not render any fire escape or fireescape routes at the site unavailable for emergencyuse, nor cause any obstruction at any time to any staircases, passages, walkways, entrancesand exits or any other part of the site.
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Learn the fire drill for every place you work each one may be different. Make sure you know:
Temporary workers must inform us immediatelyif they are suffering from any of the following conditions and are due on an assignmentwithinafoodproductionenvironment:foodpoisoning;typhoid/paratyphoid;dysentery;hepatitis;influenza;ear or throat infection; stomachupset; open sores; eczema. Please note that under no circumstances should you workin a food environment whilst suffering from any of these ailments. After an instance of sickness and diarrhoea you must stay off work for 48 hours after the last instance.
c) Jewellery: with the exception of plain weddingrings andplain stud earrings, should not be worn while on duty.
Reportingaccidentsisreallyimportant. Allaccidents,nomatterhowsmall,mustbereportedtous,theemploymentbusiness, and the designated Hirer representative. All accidents must be recorded in the Hirer’s Accident Record Book, maintained by the Hirer’s designated First Aider. If you have an accident, get first aid treatment immediately. The smallest cut, if neglected, could result in infection.
If you become ill whilst on shift, you must notify your supervisor of the circumstances immediately. In any event of sickness related absence, areturn towork interview will be completed prior to you returning tosite.
General procedures
b) Hair must be clean and neat. If long it must always be tied back and secured under protective head wear when workingin a food preparation or service area.
a) how to raise the fire alarm; b) the fire evacuation procedure; c) where the fireextinguishersare and how to use them; d) the whereabouts of all fire exits.
a)
d) Personal hygiene: please take care with personal freshness. Frequent washing and the use of deodorants are recommended. Ensure that your uniform is clean and fresh.
23. Health and safety fire
Wecontinuallyreviewour termsofengagements,rulesandpoliciestoensurethattheyremain,atleast,comparabletobest practice within similar organisations. Appropriate amendments will be made to reflect changes to best practice, for reference the most recent version will always be available on our website.
gap personnel group Pulford House Bell Meadow Business Park Park Lane, Pulford, Chester, CH43 9EP Tel: 01978 294201
25. Statement of best practice
24. Health and safety special notes for food production assignments
Hands must be washed frequently, especially after using the toilet, after breaks, before starting work and between tasks. Cuts and sores must be covered. Nails must be short and unvarnished. Acrylic false nails are not acceptable.
e) Sickness: Ensure you do not cough or sneeze near food. If you do hands must then be washed immediately.
Youmust ensurethat youarefullyconversant withandcomplywiththe fireandotheremergencyproceduresandtakepart in all drills as organised/ notified by us and / or the Hirer.
