Terms of Engagement

2.      THE CONTRACT

   2.1  These Terms constitute a contract for services between the Employment Business and the Temporary Worker and they govern all Assignments undertaken by the Temporary Worker.  However, no contract shall exist between the Employment Business and the Temporary Worker between Assignments.

   2.2  For the avoidance of doubt, these Terms shall not give rise to a contract of employment between the Employment Business & the Temporary Worker.  The Temporary Worker is engaged as a self-employed worker, although the Employment Business is required to make statutory deductions from the Temporary Worker's remuneration in accordance with clause 4.1.

   2.3  No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between the Employment Business & the Temporary Worker & set out in writing & a copy of the varied terms is given to the Temporary Worker stating the date on or after which such varied terms shall apply.

3.      ASSIGNMENTS

   3.1  The Employment Business will endeavour to obtain suitable Assignments for the Temporary Worker to work with in the Office Sector.

         The Temporary Worker shall not be obliged to accept an Assignment offered by the Employment Business.

3.2    The Temporary Worker acknowledges that the nature of Temporary Work means that there may be periods when no suitable work is available and agrees: that the suitability of the work to be offered shall be determined solely by the Employment Business; that the Employment Business shall incur no liability to the Temporary Worker should it fail to offer opportunities to work in the above category or in any other category; and that no contract shall exist between the Temporary Worker and the Employment Business during periods when the Temporary Worker is not working on an Assignment.

3.3    At the same time as an Assignment is offered to the Temporary Worker the Employment Business shall inform the Temporary Worker of the identity of the Client, and if applicable the nature of their business; the date the work is to commence and the duration  or likely duration of the work; the type of work, location and hours during which the Temporary Worker would be required to work; the rate of remuneration that will be paid and any expenses payable by or to the Temporary Worker; and any risks to health and safety known to the Client in relation to the Assignment and the steps the Client has taken to prevent or control such risks.  In addition the Employment Business shall inform the Temporary Worker what experience, training, qualifications and any authorisation required by

law or a professional body the Client considers necessary or which are required by law to work in the Assignment.

3.4    Where such information is not given in paper form or by electronic means it shall be confirmed by such means by the end of the third business day (excluding Saturday, Sunday and any public or Bank Holiday) following save where the Temporary Worker is being offered an Assignment in the same position as one in which the Temporary Worker had previously been supplied within the previous five business days and such information has already been given to the Temporary Worker.

3.5    For the purpose of calculating the average number of weekly hours worked by the Temporary Worker on an Assignment, the start date for the relevant averaging period under the Working Time Regulations shall be the date on which the Temporary Worker commences the first Assignment.

3.6    If, before the first Assignment, during the course of an Assignment or within the Relevant Period the Client wishes to employ the Temporary Worker direct or through another employment business, the Temporary Worker acknowledges that the Employment Business will be entitled either to charge the Client a fee or to agree to an extension of the hiring period with the Client at the end of which the Temporary Worker may be engaged directly by the Client or through another Employment Business without further charge to the Client.  In addition the Employment Business will be entitled to charge a fee to the Client if the Client introduces the Temporary Worker to a third party who subsequently engages the Temporary Worker within the Relevant Period.

4.      REMUNERATION

   4.1  The Employment Business shall pay to the Temporary Worker remuneration calculated at a minimum hourly rate of National Minimum Wage or higher.  The actual rate will be notified on a per Assignment basis, for each hour worked during an Assignment (to the nearest quarter hour) to be paid weekly in arrears, subject to deductions in respect of PAYE pursuant to Section 44-47 of the Income Tax (Earnings & Pensions) Act 2003 & Class 1 National Insurance Contributions & any other deductions which the Employment Business may be required by law to make.

   4.2  Subject to any statutory entitlement under the relevant legislation, the Temporary Worker is not entitled to receive payment from the Employment Business or Clients for the time not spent on assignment, whether in respect of holidays, illness or absence for any other reason unless otherwise agreed.

 5.         STATUTORY LEAVE

5.1       For the Purpose of calculating entitlement to paid annual leave pursuant to the Working Time Regulations 1998 under this clause, the leave year commences on the date that the Temporary Worker starts an Assignment or a series of Assignments.

5.2      The annual leave granted under these terms will always be the statutory minimum as it is from time to time. Under the Working Time Regulations 1998 (as amended), the Temporary Worker is entitled to annual leave as follows:

For work carried out between 1 October 2007 to 31 March 2009: 4.8 weeks.

For work carried out from 1 April 2009 onwards: 5.6 weeks.

 

If the statutory minimum leave is subsequently decreased or increased then entitlement to leave under this clause will be decreased or increased so as to be set at the statutory minimum as it applies to any period in which work is carried out.

  5.3     All entitlement to leave must be taken during the course of the leave year in which it accrues and none may be carried forward to the next year.

  5.4   Where a Temporary Worker wishes to take paid leave during the course of an assignment he/she should notify the Employment Business of the dates of his/her intended absence giving notice of at least twice the length of the period of leave that he/she wishes to take.  In certain circumstances the Employment Business may give counter-notice to the Temporary Worker to postpone or reduce the amount of leave that the Temporary Worker wishes to take and in such circumstances the Employment Business will inform the Temporary Worker in writing giving at least the same length of notice as the period of leave that has been requested.

 5.5      Entitlement to payment for leave accrues in proportion to the amount of the time worked continuously by the Temporary Worker on Assignment during the leave year.  (The amount of payment which the Temporary Worker will receive in respect of periods of annual leave taken during the course of an assignment will be calculated in accordance with and paid in proportion to the number of hours which the Temporary Worker has worked on Assignment).  Payments for annual leave will be calculated on the basis of rates paid during a Client's normal working hours i.e. those which do not attract overtime rates of pay.

5.6       In the course of any Assignment during the first leave year the Temporary Worker is entitled to request leave at the rate of one-twelfth of his/her total holiday entitlement in each month of his/her leave year.

5.7        Where a Bank Holiday or other Public Holiday falls during an Assignment and the Temporary Worker does not work on that day, then subject to the worker having accrued entitlement to payment for leave in accordance with clause 5.5, that day shall count as part of the Temporary Worker's paid annual leave entitlement. Further, the Employment Business may at its discretion request the Temporary Worker, upon giving one week's notice, to take a Bank Holiday or other Public Holiday as part of his/her paid annual leave entitlement.

    5.8   Where this contract is terminated by either party and a P45 is requested the Temporary Worker shall be entitled to a payment in lieu of any untaken leave where the leave taken is less that the amount accrued in accordance with the clause 5.1

    5.9   None of the provisions of this clause regarding this statutory entitlement to paid leave shall affect the Temporary Worker's status as a self-employed worker.

6.      SICKNESS ABSENCE

   6.1  The Temporary Worker may be eligible for Statutory Sick Pay provided that he/she meets the relevant statutory criteria.

   6.2  For the purpose of the Statutory Sick Pay scheme there is one qualifying day per week during the course of an assignment and that qualifying day shall be the Wednesday in every week.

7.      TIMESHEETS

   7.1  At the end of each week of an Assignment (or at the end of the Assignment where it is a for a period of one week or less or is completed before the end of the week) the Temporary Worker shall deliver to the Employment Business a timesheet duly completed to indicate the number of hours worked during the preceding week (or such lesser period) and signed by an authorised representative of the Client.

   7.2  Subject to the clause 7.3 The Employment Business shall pay the Temporary Worker for all the hours worked regardless of whether the Employment Business has received payment from the Client for those hours.

   7.3  Where the Temporary Worker fails to submit a properly authenticated timesheet the Employment Business shall, in a timely fashion, conduct further investigations into the hours claimed by the Temporary Worker & the reasons that the client has refused to sign a timesheet in respect of those hours. This may delay any payment to the Temporary Worker.  The Employment Business shall make no payment to the Temporary Worker for hours not worked.

   7.4  For the avoidance of doubt and for the purposes of the Working Time Regulations, the Temporary Worker's working time shall only consist of those periods during which he/she is carrying out his/her activities or duties for the Client as part of the Assignment. Time spent travelling to the Client's premises, lunch breaks and other rest breaks shall not count as part of the Temporary Worker's working time for these purposes.

8.      CONDUCT OF ASSIGNMENTS

   8.1  The Temporary Worker is not obliged to accept any Assignment offered by the Employment Business but if he/she does so, during every Assignment and afterwards where appropriate, he/she will:

         a. Co-operate with the Client's reasonable instructions and accept the direction, supervision and control of any responsible person in the Client's organisation.

         b. Observe any relevant rules and regulations of the Client's establishment to which attention has been drawn or which the Temporary Worker might reasonably be expected to ascertain:

         c. Take all reasonable steps to safeguard his/her own safety and the safety of any other person who may be present or affected by his/her actions on the Assignment and comply with the health and safety policies & procedures of the Client.        

         d. Not engage in any conduct detrimental to the interests of the Client:

         e. Not at any time divulge to any person, nor use for his/her own or any other person's benefit, any confidential information relating to the Client's or the Employment Business' employees, business affairs, transactions or finances.

   8.2  If the Temporary Worker is unable for any reason to attend work during the course of the assignment he/she should inform the Client and/or the Employment Business within one hour of the commencement of the assignment or shift.

   8.3  If, either before or during the course of an Assignment, the Temporary Worker becomes aware of any reason why he/she may not be suitable for the Assignment he/she shall notify the Employment Business without delay.

9.      TERMINATION

   9.1  The Employment Business or the Client may terminate the Temporary Worker's Assignment at any time without prior notice or liability.

   9.2  The Temporary Worker may terminate an Assignment at any time without prior notice or liability.

   9.3  If the Temporary Worker does not inform the Employment Business or Client should they be unable to attend work during the course of assignment this will be treated as termination of the Assignment by the Temporary Worker unless the Temporary Worker can show exceptional circumstances prevented him/her from complying.

   9.4  If the Temporary Worker is absent during the course of an Assignment and the contract has not been otherwise terminated the Employment Business will be entitled to terminate the contract if the work to which the absent worker was assigned is no longer available for the Temporary Worker.

   9.5  If the Temporary Worker does not report to the Employment Business to notify his/her  availability for work for a period of three weeks, the Employment Business will forward his/her P45 to his/her last known address.

10.     LAW

         These Terms are governed by the Law of England and are subject to the exclusive jurisdiction of the Courts of England.