Written statement of particulars for workers
THE PARTIES
1. Talstaff Ltd (registered company no.3945739) of Talstaff Ltd, Colliery Lane, Thurnscoe, Rotherham, S63 0JF.
- INTRODUCTION
- This statement sets out the details of Your engagement with the Company of which We must give You under Section 1 of the Employment Rights Act 1996.
- You should read this statement together with Your terms of engagement and the Assignment Details Form provided to you.
- COMMENCEMENT
- Your engagement starts on the first day of the assignment.
- JOB TITLE AND DUTIES
- You are engaged as a temporary worker and we will supply your services to our clients.
- LOCATION
- You will not have a fixed location for work and the location may vary from assignment to assignment. We will confirm your place of work for each assignment.
- You will not be required to travel on the Company’s business outside of the United Kingdom
- HOURS OF WORK AND TRAINING
- You will not have normal hours of work as a temporary worker. Given the nature of your work, your hours will vary. We will inform You of your hours before each assignment.
- Where necessary we will provide appropriate training of whichh is compulsory dependant on the client requirements.
- REMUNERATION
- We will pay You the sum of no less than £NMW/NLW minus any statutory or authorised deductions) into your designated bank account on Friday of each week. We will not pay into a third-party account.
- HOLIDAYS & OTHER LEAVE
- As a temporary worker You will be entitled to holiday leave according to the statutory minimum which is set out in the Working Time Regulations 1998. The current annual statutory entitlement is 5.6 weeks per year for full time workers. Your entitlement to annual leave will accrue in proportion to the amount of time that You work during the year.
- You must give the Company not less than one week written notice of your proposed holiday dates. You must take your holidays at such time or times as We agree and We may refuse a request having regard to the reasonable requirements of the business and our clients.
- You must take your annual leave in the leave year in which it accrues. You are not entitled to carry over any statutory leave into any subsequent leave year.
- When your engagement terminates You will be entitled to a pro-rata payment in lieu of any unused holiday entitlement up to the statutory limit of paid annual leave. We reserve the right to deduct payment for holidays taken in excess of holiday entitlement under this clause from your final salary payment.
- If we terminate the engagement for a reason justifying summary dismissal or if You do not give proper notice to terminate, You will be entitled only to [£1] in lieu of any outstanding statutory leave entitlement.
- You are not entitled to any paid leave other than that set out in this statement.
- SICKNESS AND SICK PAY
- If You cannot attend work for any reason and We have not authorised Your absence, You must telephone as soon as possible to inform us that You will be absent and the full reasons for it no later than 30 minutes before the start of your shift on each working day of absence until You have provided us with a medical certificate.
- If You are absent from work due to sickness or injury which continues for more than seven days (including weekends) You must provide the Company with a medical certificate or a statement of fitness for work by the eighth day of sickness or injury if your absence is medically related. Thereafter You must provide a medical certificate or a statement of fitness for work to us on a weekly basis to cover any continued absence.
- Immediately following your return to work after a period of absence You are required to complete a Self-Certification form stating the dates of and the reason of your absence, including details of sickness on non-working days. This information is required by us for calculating Statutory Sick Pay (SSP) entitlement. We will retain Self-Certification forms in our records.
- You are entitled to SSP provided You meet the statutory criteria. For the purposes of the SSP scheme the agreed “qualifying days” or your contracted working days. We may at our sole discretion make payment in addition to SSP.
- PENSION AND OTHER BENEFITS
- We operate a pension scheme that meets the requirements of the Pensions Act 2008 requirements of the Pensions Act 2008 If You are eligible we will enrol You in this scheme. Further details are available on request.
- We may vary this clause 9 in order to comply with any obligations it may have in the future under the Pensions Act 2008 or any subsequent or equivalent legislation.
- You are not entitled to any benefits other than those set out in this statement
- 10.TERMINATION OF ENGAGEMENT & DISCIPLINARY AND GRIEVANCE PROCEDURES
- 10.1.As a temporary worker You will not have a probation period. You or the Company may end your engagement at any time without prior notice or liability.
- 10.2.You are expected to comply with our workplace rules and policies, and those of our clients, while You are working for the Company. These are attached to this statement. If You do not comply with them, your engagement may be terminated with immediate effect. If You are dissatisfied with any decision taken in relation to You and your work for us, You should speak to the Site Manager.
- 10.3.Details of our disciplinary and grievance procedures are available from the relevant site manager. The disciplinary rules and procedures are not contractual.
- 11.COLLECTIVE AGREEMENTS
- 11.1.No collective agreement directly affects the terms and conditions of your engagement
- 12.DATA PROTECTION
- 12.1.You accept that we must process your personal data (which may include sensitive personal data) in order to properly fulfil our obligations as required by law in relation to Your engagement in accordance with data protection laws. The processing will mainly be for personnel, administrative and payroll purposes.