PAY, HOLIDAY PAY AND PAY QUERY POLICY Pay We know how important it is to be paid promptly and it is always our intention to ensure your pay is accurate. Provided the appropriate timesheet procedures have been completed, you will be paid directly by credit transfer into your bank or building society account on the Friday following the week you worked. Full payment details will appear in your pay advice which you will receive by email on a Thursday prior to monies clearing in your account on the Friday. Holiday pay We recognise the right to paid holiday by our temporary agency workers and employees and at all times seek to comply with legislation. a) Under the Working Time Regulations 1998 you qualify for paid holiday. Your holiday entitlement is 5.6 normal working weeks (28 days if your normal working week is 5 days) paid holiday in each holiday year. This includes public holidays; 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; 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); d) The Leave Year means the period during which the Agency Worker accrues and may take statutory leave, commencing on 1st July and ending on 30th June*; e) As you are paid weekly in arrears, a small % of holiday may accrue in the following weeks payroll processing relating 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, taking into account your particular contract arrangements, the date of your proposed holiday request and client requirements*; f) Holidays may not be carried over, paid on top of a full weekly wage or to cover sickness or unauthorised absence; it will only be processed where the holiday is actually taken. This is clearly stated in the Terms of Engagement that are issued to ALL temporary workers; 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; Example of standard entitlement calculation on 40-hour wk After 6 weeks continuous employment at the Basic 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 x 0.7242) and you could claim 28.5 hours paid leave. Example of standard entitlement calculation on 16-hour wk After 6 weeks continuous employment at the Basic 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 hours leave (16 average hours x 0.7242) and you could claim 11.5 hours paid leave. Example of standard entitlement calculation on varying hours per wk After 6 weeks continuous employment at the Basic of 40 hrs for 3 weeks and 16 hours for 3 weeks you will have accrued 0.7242 weeks. The average hours over the 6 weeks would be 28 (3 x 40 hours + 3 x 16 hours / 6) so your accrual would equate to 20.28 hours leave (28 average hours x 0.7242) and you could claim 20 hours paid leave. In all instances, as you are not guaranteed a standard weekly salary, the rate at which your holidays will be paid at 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 included to achieve the average. Queries In the unlikely event that you need to raise a pay query, please do so as soon as possible. Where it requires investigation: • We commit to providing a response within 24 hours of a pay query being logged during operational hours; • Emergency advance payments will be paid at 70% of the total value, where the value is over £50, we will aim to process the advance in line with the original pay date; the remainder will be processed in the following weeks payroll 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;
gap personnel Holdings Limited – CR - 03589208 – GLAA – CAST0004 gap technical Limited – CR - 5646432 Kerr Recruitment Limited – CR – 5104902 global personnel Limited – CR – 11828264 gap personnel (Telford) Limited – 13377649 – GLAA – GAPP0008 GLAA
gap personnel group Limited – CR – 8044442 Quattro Group Holdings Limited – CR 9508069 Quattro Recruitment Limited – CR - 7131120 – GLAA – QUAT0001 Quattro Healthcare Limited – CR – 09389534