Landline: 0114 2630303

Fax: 0114 2630099

Emergency: 07771 511340

Contract – No Guaranteed Hours

Employment Contract - No Guaranteed Hours
This statement as dated, meets the requirements of the Employment Rights Act 1996. It is the Statement of Initial Employment Particulars relating to the Contract of Employment of the person named below and supersedes any previous such statements or contracts.

R G S Cleaning Ltd
96 Hangingwater Road
Nethergreen
Sheffield
South Yorkshire
S11 7ER

DAY / MONTH / YEAR
The Company may from time to time require you to undertake additional or other duties as necessary to meet the needs of the business on a short term basis e.g. holiday or sickness cover.

New employees join the Company on a three month probationary period.
During and/or at the end of your probationary period you may be asked to attend employment reviews to discuss your overall work performance. Absence, timekeeping and general attitude may also be taken into account. If the Company is satisfied that you have reached the required standards your permanent status will be confirmed.
If you have not reached the required standards, your employment will be terminated with the required notice.
The Company reserves the right in borderline cases to extend the probationary period, in the hope that a further period will enable you to reach the required standard. A subsequent employment review will be held and a decision made. Your employment will then either be confirmed or terminated with the required notice.

The date on which your continuous employment began is: DAY / MONTH / YEAR
Your normal place of work is as dictated by the needs of the business and to which contract you are assigned.
an hour. Payment is made monthly, directly into your bank/building society on the Friday after the last Saturday of each month, this may vary according to bank/public holidays. If a mistake is made in the payment of any monies due, you must call the wage line only on 2630303, option 4, option 1 to register a query. Queries are handled strictly in the order they are received and must be logged by the Wednesday after you have received your wage, at the latest. Queries received after this time will not be dealt with until the following month.
per week are classed as overtime. Overtime must be authorised in advance. You will be paid at the basic rate for the contract or minimum wage if appropriate.

The Company does not offer you guaranteed hours of work. You may be offered work as and when this is available. You are under no duty to accept the work and conversely, the Company is under no duty to provide work to you. Where you work in excess of six hours in a shift, you will be entitled to a 20 minute unpaid break.

Your working time is recorded by a system called STAFFCHECK, you must observe the Company’s procedures on the use of the system whilst on customer premises during working hours. Only time recorded will be payable.

Your working time is recorded by STAFFCHECK and you must observe the Company’s procedures on clocking in and out whilst on the premises during working hours.
If you leave the premises during working hours you must clock out when leaving and clock in upon return. In the interests of health and safety, you must notify your Manager if you need to leave the premises for any reason during working hours.
You must not clock another employee in or out under any circumstances. Failure to adhere to this procedure will result in disciplinary action.

The holiday year runs from 1st October to 30th September each year. This is split into two six-month periods – “Period One” (1st October to 31st March) and “Period Two” (1st April to 30th September)
Your annual holiday entitlement will be 5.6 weeks per year.
One days work per week = 5.6 days’ holiday per year (less any bank holidays) 0.47 days accrued per month.
Two days work per week = 11.2 days’ holiday per year (less any bank holidays) 0.93 days accrued per month.
Three days work per week = 16.8 days’ holiday per year (less any bank holidays) 1.40 days accrued per month.
Four days work per week = 22.4 days’ holiday per year (less any bank holidays) 1.87 days accrued per month.
Five days work per week = 28 days’ holiday per year (less any bank holidays) 2.33 days accrued per month.
Six days work per week = 28 days’ holiday per year (less any bank holidays) 2.33 days accrued per month.
Seven days work per week = 28 days’ holiday per year (less any bank holidays) 2.33 days accrued per month.
This entitlement includes bank and public holidays. Employees may be required to work on a statutory bank holiday but with time off in lieu.
You may not carry forward any unused entitlement to the next holiday year unless you have express written permission allowing this from the Management. You will not be paid in lieu of unused holiday entitlement.
You are required to give us a minimum of 21 days written notice (taken from receipt in the office) of your proposed holiday dates and we reserve the right to refuse a request having regard to the reasonable requirements of our business. This request must be in writing on the appropriate form, which you can request from the office.
Not more than two weeks’ consecutive holiday may be taken, at any one time, without express permission from RGS Management respective of days per week worked.
Not more than two weeks’ holiday may be taken in either Period One or Period Two. Any entitlement left over at the end of the year is forfeit.
We reserve the right to require you to take holiday on particular dates having regard to the reasonable requirements of our business. We will give you as much notice as we can of any such requirement.
No holidays can be taken at the same time as another member of staff on your contract without express permission from the Management.
No holidays may be taken over the Christmas and New Year Period.
Use of the Company vehicle (if you have such use) is not permitted for personal use during any period of annual leave or holiday unless agreed and authorised in writing by RGS. It will be necessary for you to return the Company vehicle before any holiday period and you will be responsible for this return to head office. You will also be responsible for your journey home and the vehicle’s collection at the end of your leave.
If you leave our employment, any un-accrued holiday entitlement will be deducted from your final salary for holiday taken without accrued entitlement. This calculation will be based on 5.6 weeks accrued holiday per year, and deducted as appropriate, one example for a five day a week worker is 2.33 days holiday (pro-rata if appropriate) for each complete calendar month of service in the holiday year rounded up or down to the nearest day.
You will not accrue any contractual holiday entitlement during any period of notice for which you are paid in lieu or during periods of absence exceeding three months in any 12 month period.

As you do not have normal contractual hours, your holiday pay will be averaged over the 12 week period preceding the holiday.
On termination of employment holidays will be calculated in proportion to the full entitlement. If you have taken more than this entitlement the excess holiday pay will be deducted from your final pay.

The Company is required to pay Statutory Sick Pay for certain periods of sickness absence. Payment may be made to eligible employees for periods of absence of four days or more. There is a maximum period of 28 weeks payment in one period of incapacity for work.
A more detailed explanation is contained in the Employee Handbook.

Should your conduct or performance fall below the standards required then disciplinary action may be taken. This procedure is designed to help and encourage employees to achieve and maintain the Company’s standards of conduct and performance and should be looked upon as a corrective process.
A more detailed explanation of the procedure and rules is contained in the Employee Handbook.

You have the right to appeal at any stage in the disciplinary procedure if you are dissatisfied either with a disciplinary decision made against you or the level of penalty imposed. You should do this in writing to a Director within five days of receiving your confirmation of discipline letter.
A more detailed explanation of the procedure is contained in the Employee Handbook.

If you have any grievance relating to your employment, you should raise it with a Manager in the first instance. If you want the grievance to be dealt with formally, you must raise it in writing.
A more detailed explanation of the formal procedure is contained in the Employee Handbook.

The Company does operate a pension scheme and you will be enrolled into an ‘auto-enrolment’ pension scheme if there is a legal requirement to do so under the current pensions legislation. If you are not automatically enrolled into the scheme you may still be entitled to join. Further details will be provided separately.
A contracting out certificate is not in force.

There are no collective agreements directly affecting your terms and conditions of employment.

Notice period to be given by the employee to the employer
Less than 1 month’s service – 1 week.
Less than 2 years service – 1 week.
2 years’ service or more – 1 week for each complete year of service up to a maximum of 12 weeks.
Notice period to be given by the employer to the employee
The Company has the right to serve notice of termination of your employment at any time in accordance with the notice provisions below.
Less than 1 month’s service – nil.
1 month’s service but less than 2 years – 1 week.
2 years’ service or more – 1 week for each complete year of service up to a maximum of 12 weeks.
General
If you leave without giving and working your full notice, any additional cost in covering your duties during the notice period not worked will be deducted from any termination pay due to you.
The Company may require you to take some or all of any outstanding holiday entitlement that you may have during your notice period.

It is agreed that the Company may terminate your employment with immediate effect on notification that a payment in lieu of notice is to be made to you. You shall not be entitled to any benefit other than pay or money in lieu of such benefits in respect of any period for which payment in lieu is to be made.

The Company reserves the right to require you to remain away from your place of employment for all or part of your notice period, with or without work, whether you or the Company gives notice. You must accept that whilst still employed by the Company on notice either at home or on the Company’s premises you must not work for any other company, firm, person or business.

The Company reserves the right to lay off employees or to introduce short-time working should this be required by a downturn in work or other needs of the business.
A more detailed explanation of the procedure is shown in the Employee Handbook.

During the course of your employment you will be party to information concerning the Company, its products and customers. Such information is to be regarded as strictly confidential. You may not disclose or discuss with any other person outside the Company information relating to its business including product information or matters relating to security. Any breach of this condition will render you liable to disciplinary action, which may result in dismissal.

You shall not for a period of one year from the termination of your employment (and whether directly or indirectly solely or jointly and whether on your own behalf or on behalf of any other person, firm or company), solicit, endeavour to entice or accept the custom of any person who at any time during the period of 12 months prior to the termination of your employment has been a customer or client of the Company and with whom you had business dealings on behalf of the Company, where such solicitation enticement or acceptance of custom relates to the provision of services similar to those which are, could be, or have been, provided by the Company.

During your employment you will be expected to devote the whole of your working time and attention to the Company’s business and to use your best endeavours to promote the Company’s general interest.
If required to do so you must provide details of any relationships with any of the Company’s customers or suppliers and comply with any reasonable instructions given to you by the Company on such relationships.

Any agreed amendments that materially alter the terms and conditions contained in your contract will be notified to you in writing and shall take precedence over the terms in this statement.
I have read, understood and am willing to abide by the terms and conditions laid down in the Employee Handbook and accept that they form an integral part of this Contract of Employment.

Day / Month / Year