Contract for Services Handbook

1. Our businessOriginally founded in 1998, we are now one of the top five largest industrial providers in the UK, supplying temporary, 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 turnover of almost £200 million in 2019, we currently payroll in excess of 12,000 temporary workers each week and cover more than 3 million shifts per year. This policy is applicable to all businesses, offices and operations within the gap personnel group, including:gap personnel Holdings Limited – Company Reg – 3589208 – GLAA – CAST0004 – www.gap-personnel.com gap personnel Europe Limited – Company Reg – 11828264 – GLAA – GAPP0005 – https://www.gap-personnel.pl/ gap technical Limited – Company Reg – 5646432 – www.gap-technical.com Quattro Recruitment Limited – Company Reg – 7131120 – GLAA – QUAT0001– www.gap-personnel.comQuattro Healthcare Ltd – Company Reg - 9389534 - www.gap-healthcare.comKerr Recruitment Limited – Company Reg – 5104902 – https://www.kerr-recruitment.co.uk/ Through collaboration and innovation, we increase our Hirer’s productivity and exceed their efficiency targets, all while maintaining full compliance and commitment to service excellence. This handbook has been created with the intention of providing information to our applicants and workers about important industry legislation, basic health and safety information, social and ethical compliance practices, key expectations we have of your conduct whilst representing the employment business, followed by key policies and procedures you need to be aware 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. This handbook is to be used in conjunction with Contract For Services agreements. Alternative handbooks are provided where other Employment Status agreements are entered into.

ContentsTitle Page

1. Our business 22. Understanding employment status 33. Entitlement to work in the UK 3 4. Working with us 35. Our professional reputation 36. Assignments 47. Conduct 4-68. Working time regulations 69. Recording hours worked 6-710. Absence from work 711. Your pay 812. Changing Your details 913. Holiday entitlement 9-1014. Agency worker regulations – worker rights 10-1115. Equal opportunities 12-1316. Dignity at work 1417. Preventing hidden labour exploitation and Stronger Together 15 18. Ethical trading 1519. Complaints 1720. Benefits – pensions faq’s 1721. Health and safety – the policy 1722. Health and safety – manual handling 1823. Health and safety – first aid and accidents 1824. Health and safety – fire 1925. Health and safety – special notes for food production assignments 1926. Statement of best practice 19

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4. Working with usNow you have successfully registered with us you will be placed onto our availability list and considered for suitable assignments.

It is your responsibility to notify us of your availability thereafter and we would 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

3. Entitlement to work in the UKYou 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.

If we discover you do not have permission to live and work in the UK, and or your permission to do so is revoked or expired and you cannot provide new documentation, we are entitled to terminate your assignment immediately without giving you any notice or paying you in lieu of notice and will be obliged to inform UKBA.

5. Our professional reputationPlease conduct yourself professionally at all times. Be polite and aim never to cause offence or misunderstanding. Remember that when on assignment you are our ambassador and we request you do your best to promote the interests of us and uphold our policies at all times. Below is a non exhaustive list of expectations surrounding conduct whilst on assignment with us:

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;

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;

c. Treat with courtesy and respect the Hirer, all fellow workers, our staff and any site visitors; d. Conform to the standard operational working hours and rest breaks for the Hirer’s workplace (unless alternative

arrangements have been made in advance by the employment business and the Hirer); 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; f. Do not engage in any conduct detrimental to the interests of the Hirer, the employment business, yourself and or others; 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.

Contract For servicesContract for Services 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. This is the most common contractual scenario engaged between agencies and workers.

Contract of serviceIs an employment contract which is between an employer and an individual who becomes employed by the company, providing themselves permanently.

Working via intermediariesAn 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 responsibilities based on the model you are engaged. We have a strict PSL of approved intermediaries, if this is your preferred method, please check with a consultant to make sure the intermediary you wish to be engaged by is on our PSL.

Ltd companyA limited company is when you run your business and services are supplied through the business rather than yourself as an individual. Operating as limited company means you are fully responsible for everything it does and its finances. On condition that the necessary documentation is provided, we will engage a Ltd company via a business to business contract.

Construction Industry Scheme (CIS)CIS arrangements are restricted to individuals who are fully registered under the government CIS scheme; and where the

2. Understanding employment status

7. Conduct

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Assignment offersWhere 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.

Reminder: Employment is freely chosen, you are free to accept or reject any work offered, and we would stress the importance of only accepting an assignment where:

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.

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.

Outside assignments 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 any visa restrictions you may have.

Scope of assignment While on an assignment, you must not carry out any job functions or tasks that are outside the scope of your 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 required training please contact the employment business immediately.

6. Assignments

Personal appearance Our workers are renowned for maintaining a high level of personal appearance and dress at all times. Presenting a professional image is very important. In particular, you should follow all instructions from the Hirer regarding uniforms, 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 discuss the issue.

Personal protective equipment (PPE) PPE means all equipment and clothing which is intended to 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:a. aprons, gloves and safety footwear;b. safety helmets;c. high visibility jackets;d. clothing designed to protect against adverse weather conditions; e. eye protectors, safety harnesses, respirators and life jackets.

The Personal Protective Equipment at Work Regulations 1992 (the PPE Regulations) state that workers must have suitable PPE whenever they may be exposed to a risk to health and safety whilst at work.

Work wearSome Hirers may operate a work wear / uniform policy on their site. You will be advised in advance of an assignment the specific detail of a Hirer’s work wear / uniform policy.

Equipment From time to time you may be issued with other items such as locker keys, swipe cards or other equipment to undertake the assignment.

The provision of PPE / work wear / equipment provided by the employment business or the HirerWhere required, PPE, work wear items and/or equipment will be provided free of charge, under a loan agreement, for

use during an assignment.a. You will be advised for each assignment of any health and safety risks and the PPE required reducing risks

associated. It is a condition of your contract and responsibilities under the Health and Safety 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.

b. Where required, PPE, work wear items and/or equipment will be provided free of charge, under a loan agreement, for use during an assignment. Formal written agreement will be entered into as a variation to Terms of Engagement, which will include a schedule of items and the associated liability issue of any PPE/ work wear or equipment provided by the employment business.

c. By accepting PPE or work wear provided by the employment business or the Hirer you agree that such items remain the property of employment business or the Hirer until 60 shifts have been completed (average of 12 weeks work).

d. By accepting equipment provided by the employment business or the Hirer, you agree that such items remain the permanent property of the employment business or the Hirer.

e. It is the employment business policy to reissue previously used and returned PPE or work wear, provided it is in a fit state for use by another user.

f. If the employment business or the Hirer provides any PPE, work wear or equipment to you to be used in the course of 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.

g. 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, 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.

h. The question of the reasonable care of the equipment or clothing will be solely assessed by the employment business ’s reasonable judgement.

The provision of PPE / work wear provided by youShould you wish to provide / purchase or source your own PPE or work wear, you are entitled to do so, providing the items meet regulatory or the Hirer’s standards. In doing so you permit the employment business and / or the hirer to inspect items that you have provided yourself to ensure they comply. You may request the loan of PPE or work wear, subject to the conditions above, at any time.

Smoking The Smoke-free Regulations 2006 make it illegal to smoke in all enclosed or substantially enclosed public places and workplaces. You must adhere to the Hirer’s smoking policy on site and only smoke in the permitted area’s or off site if smoking areas are not provided.

Security Please ensure that you comply with Hirer security measures at all times, including any instructions relating to the wearing of 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.

Stop and search Both the employment business and the Hirer reserve the right to stop and search fully any workers (or their vehicles), 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.

Alcohol, drugs, substances of abuse and legal highsWe regard drunkenness or disorderly conduct (including being in possession of or under the influence of alcohol, drugs, unauthorised substances , misusing substances or legal highs) whilst at work as a serious matter, such behaviour will not be 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). Publicity and competitor relationsPlease 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 in relation to us or any assignment through us, you will inform the employment business immediately

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8. Working time regulationsThe Working Time Regulations 1998 are primarily health and safety legislation and are intended to protect workers from the risks that arise out of working excessively long hours or for long periods without breaks.

The Regulations provide that all workers should be entitled to:

a. a maximum average working week (inclusive of overtime) of not more than 48 hours (the averaging period to be 17 weeks or longer in some cases), except where the individual has in writing agreed to the 48 hour opt out;

b. a 20 minute rest break where the working day is longer than 6 hours;c. a minimum daily rest period of 11 consecutive hours in each 24 hour period 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; e. a restriction of 8 hours night work in every 24 hour period, the restriction of 8 hours to be averaged

except where the work involves special hazards or heavy physical or mental strain in which case it can never exceed 8 hours; and

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”;

g. protection through the Employment Tribunals from suffering detrimental treatment or dismissal by the employment business for taking entitlements under the Regulations.

There are alternative regulations in place for young workers, if you are a young worker, . you must have:

a. a 30 minute break if they work more than 4.5 hoursb. a minimum of 12 hours rest between shiftsc. Cannot work more than 8 hours per day / 40 hours per weekd. a minimum of 2 (consecutive) days rest in a 7 day period

If, while working with a Hirer, you are not provided with your statutory rest breaks, you should raise this immediately with the employment business.

9. Recording hours workedBefore 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. Different methods may apply at different sites. Generally the process will follow one of the following formats:

Individual timesheetsYou 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 authorised representative of the Hirer and return it to the employment business by no later than 6.00pm on the Friday of the assignment week. Bulk timesheet/ manual signingAttendance sheets will be present on site for you to log your name, start time, end time and require a signature. Where this method is in place please ensure you print your full name including any middle names, clearly and in capitals to reduce any errors in processing. The Hirer will transfer hours to a bulk timesheet and submit to us on a weekly basis. Swipe cards / fob accessSome 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 to us or the Hirer should your assignment cease.

Biometric hand scannersAt some sites biometric hand scanners have been installed to record hours worked. If working at a site containing these you will get set up on the hand reader prior to your first shift, you will be issued 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

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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.

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 possible it will enable us to communicate to the Hirer and arrange any necessary cover for your absence.

You should try to ensure that, wherever possible, any medical or dental appointments are made outside your shift hours. Holidays, Jury Service, Military Service or other reasons should be agreed in advance with the employment business who will advise you of the procedure to be followed.

SicknessWhere 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.

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 working in a food environment and have been vomiting. Fit notes and Self-certificationIf your absence means you are away from work for up to 7 days, we may request a self certification form from you when you return to work. 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 with a fit note. The fit note will advise whether you are either ‘not fit for work’ or ‘may be fit for work’. 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 Jobcentre.

Maternity / Paternity / Adoption / Bereavement Leave and Pay If you become pregnant, you should inform the employment business so they can arrange for a risk assessment to be carried 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 Charlotte Owens via our payroll helpline on 0808 1785 534.

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10. Absence from work

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.

Hours of work and overtimeThe 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 time regulations and the rate of pay. Additional hours are not always paid at a higher rate.

Excessive working hoursThe total hours worked in any 7 day period shall not exceed 60 hours, except in exceptional circumstances where all of the following are met:

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 are taken to protect the workers’ health and safety; and d. The employer can demonstrate that exceptional circumstances apply such as unexpected production peaks, accidents

or emergencies

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.

TimekeepingAlways 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 being late at any time, contact the employment business immediately.

Punctuality is very important. On the first day of an assignment we recommend that you always allow for unexpected delays and aim to arrive in good time ready to commence work.

11. Your payWe will only make payments to a bank account of which you are the registered account holder or joint account holder. Provided the appropriate timesheet procedures have been completed as instructed, 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.

Should you have any questions or queries regarding your pay, please contact us immediately. Where possible we aim to provide a resolution to issues raised within 24 hours. If raised early enough this would enable us to make an additional transfer on the Friday ensuring you receive the correct monies on your scheduled pay day. At times this scale may extend where we are reliant on obtaining confirmation of any inaccuracies from our Hirer or due to no record of you signing in / out for a given shift.

Where queries are raised after 11am on a Friday it is unlikely that we will be able to rectify the payment that day and any amendments may not be able to be paid until the following weeks wage is processed. 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 what we have had authorised and paid to you so if you haven’t received accurate pay we could also be missing out.

Pay advice slips Your pay advice slip will be sent to you using the e-mail address you provided in your registration details or CV. E-mail payslips will be sent out on a Thursday each week. Paper copies may be requested from your local branch in exceptional circumstances.

You must inform the employment business of any changes to your postal or e-mail address.

Tax and National Insurance 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.

Tax code queries Once you have supplied us with your tax documents, and started working, any queries relating to your tax code should be directed to HMRC - Tel: 0300 2003300

Please quote the reference no that relates to your employer.gap personnel Holdings Limited 914/BA20477gap personnel Europe 120/SB94842gap technical 475/AB40131Quattro Recruitment ta gap personnel = 531/JA43719Quattro recruitment ta gap healthcare = 475/XB25299Kerr Recruitment 120/SB40089 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 a NI number yet, you can commence work but you must apply for an NI number and provide us with proof of the application.

You can apply by contacting the NI number application line - open Monday to Friday, 8am to 6pm:

Telephone: 0345 600 0643 Text phone: 0345 600 0644

Remember to bring in your NI Number a soon as your receive it.

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.

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13. Holiday entitlementHoliday 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 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 April and ending on 31st March*;

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 31st March 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 the employment business 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 wkAfter 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 wkAfter 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.

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12. Changing your detailsWe appreciate it may not always be practical for you to attend our offices around your work and where possible aim to alleviate this by allowing 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. Any changes to your bank account must be requested by 9am on the Monday of the week you are due to be paid to guarantee monies clearing in your new account on the Friday.

b. Changing your email address c. Changing your address - please note, proof of address e.g. tenancy agreement, utility bill etc is required and

should 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 Please note, notification of changes via email will only be accepted where it originates from the email address held on record and to which your pay advice slip is issued. Changing your name If you are changing your name, you must attend our offices, this cannot be completed via an email notification. Your change of name proof must be presented in person along with your Right to Work documentation e.g. if you get married and change 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.

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:

a. we commit to providing a response within 24 hours of a pay query being logged during operational hours; b. emergency advance payments will be paid at 70% of the total value, the remainder will be processed in the following

weeks payroll to account for tax, NI and other legal contributions which must be made; c. we will aim where possible to process any advances where the 70% of the total value is over £50 in line with the original

pay date; d. amendments under £50 value cannot be advanced and will be processed the following scheduled pay date; e. errors in payments due to inaccurate banking information being provided cannot be rectified until monies are returned

from the bank. If monies are not able to be returned by the bank paid to a repayment will not be made; f. 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 / bereavement query For queries relating to your 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 Charlotte Owens via our dedicated Payroll Helpline on Tel: 0808 1785 534*

*Where you are engaged by Quattro Group Holdings Limited / Quattro Recruitment Limited / Quattro Healthcare Ltd the leave year commences on your assignment start date. The leave year will reset annually on the tax week in which the anniversary date applies. Proportionate discretion will be applied as per point e. All queries payroll related, including 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 your local branch.

14. Agency worker regulations - worker rights

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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 temporary workers who are retained on long term assignments at the same hirer. In some cases this will 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 are also some changes to your rights that will apply from the first day of your assignment with any hirer that we place you with.

Day 1 rightsFrom 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 gym as part of a benefit package to reward long term service or loyalty. Rather, it applies to collective facilities provided by the hirer either to workers or employees as a whole or to particular groups of workers or employees. These may include:

a. a canteen or other similar facilities b. toilets/shower facilities c. staff common room d. mother and baby roome. prayer room f. food and drinks machines g. car parkingh. information about job vacancies direct with the hireri. 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.) 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 therefore these facilities will usually be on-site.

Comparator entitlementsAfter 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 basic terms and 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 received if hired directly. This does not include profit shares or whole company bonuses that are not related to your personal performance

b. duration of working time e.g. if working is limited to a maximum of 48 hours a week c. night work d. rest periods e. rest breaks f. annual leaveg. paid time off for ante natal appointments 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 weeks but 12 months).

Are there any opt outs or exemptions?a. If your assignment with the end Hirer does not exceed 12 weeks (counting from either the start date of

the assignment or the 1st October 2011 – whichever is later) then obviously you will not be entitled to post 12 week Qualifying Period rights

b. If you work through your own limited the company then you are likely to fall outside of the 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.

Assignment length or durationWe 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 working in the same assignment at the end of the review period we may:

a. extend your assignment with the Hirerb. offer you a different assignment with the Hirer c. terminate your assignment with the Hirerd. offer you an assignment with another Hirer

What happens if we extend your contract with the Hirer?Once you have completed your 12th continuous week, you will be entitled to receive equal pay and benefits to a comparable 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.

How can I check if I am receiving my full entitlement under AWR?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 we have not resolved the issue adequately then you should escalate a complaint to the Managing Director. Once this process is exhausted, should you feel unsatisfied with the resolution you can refer your complaint to ACAS.

If I submit a request for information about my AWR entitlements, is there a risk that my contract may be terminated?Absolutely not! We respect the rights of our workers and whilst our principle concern is to maintain regular flexible employment for our workers, we will always protect our workers rights whilst doing so. Your rights to request information and 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 offence.

www.legislation.gov.uk/uksi/2010/93/pdfs/uksi_20100093_en.pdfwww.bis.gov.uk/assets/biscore/employment-matters/docs/a/11-949-agency-workers-regulationsguidance.pdf

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15. Equal opportunities

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 or non-membership of a Trade Union and all workers have an obligation to respect and comply with this policy. As a business we embrace diversity and aims to promote the benefits of diversity in all of our business activities.

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 areas of the Equality act 2010 which you are expected to abide by.

Protected Characteristic 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 a transsexual personc. being married or in a civil partnership d. being pregnant or on maternity leavee. disability f. race including colour, nationality or ethnic origing. religion, belief or lack of religion/beliefsh. sex or sexual orientation

Age The Act protects people of all ages. Age is the only protected characteristic that allows employers to justify direct discrimination.

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 disabled person unfavourably because of something connected with their disability.

Gender reassignment 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 be protected – so a woman who decides to live as a man but does not undergo any medical procedures would be covered. Marriage and civil partnership The Act protects temporary workers who are married or in a civil partnership against discrimination. Single people are not protected.

Pregnancy and maternity A woman is protected against discrimination on the grounds of pregnancy and maternity during the period of her pregnancy and any statutory maternity leave to which she is entitled. During this period, pregnancy and maternity discrimination cannot be treated as sex discrimination.

RaceFor the purposes of the Act ‘race’ includes colour, nationality and ethnic or national origins. Religion and beliefIn 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.

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Sex Both men and women are protected under the Act.

Sexual orientation 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 discriminationDirect discrimination occurs when someone is treated less favourably than another person because of a protected characteristic they have or are thought to have or because they associate with someone who has a protected characteristic

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’s sexual orientation would prevent her from gaining the team’s respect and managing them effectively. This is direct sexual orientation discrimination against Angela.

Discrimination by association This is direct discrimination against someone because they associate with another person who possesses a protected characteristic.

ExampleJune works as a project manager and is looking 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 June because of her association with a disabled person.

Perception discrimination 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 possess that characteristic.

Example Jim is 45 but looks much younger. Many people assume that he is in his mid 20s. he is not allowed to represent his company at an international meeting because the Managing Director thinks that he is too young. Jim has been discriminated against on the perception of a protected characteristic.

Indirect discrimination Indirect discrimination can occur when you have a condition, rule, policy or even a practice in your company that applies to everyone but particularly disadvantages people who share a protected characteristic. Indirect discrimination can be justified 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.

ExampleA small finance company needs its staff to work late on a Friday afternoon to analyse stock prices in the American finance market. The figures arrive late on Friday because of the global time differences. During the winter some staff would like to be released early on Friday afternoon in order to be home before sunset – a requirement of their religion. They propose to make the time up later during the remainder of the week. The company is not able to agree to this request because the American figures are necessary to the business, they need to be worked on immediately and the company is too small to have anyone 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 and there is no alternative means to available.

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16. Dignity at workAs 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,

HarassmentHarassment is “unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual”. Harassment applies to all protected characteristics except for pregnancy and maternity and marriage and civil partnership. 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. ExampleSteve is continually being called gay and other related names by a group of employees at his work, homophobic comments 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.

Harassment by othersThe Equality Act makes you potentially liable for harassment of your employees or workers by people who are not employees or workers of your company, such as customers or Hirers. You may be liable when you are aware that harassment has taken place, and have not taken reasonable steps to prevent it from happening again. ExampleChris manages a Council benefits Office. One of his staff, Frank, is gay. Frank mentions to Chris that he is feeling unhappy after a claimant made homophobic remarks in his hearing. Chris is concerned and monitors the situation. Within a few days 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.

Bullying 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 could include:

a. spreading malicious rumours, or insulting someone b. exclusion or victimisationc. deliberately undermining an individual by constant criticism d. unfair treatment

Victimisation Victimisation occurs when a temporary worker is treated badly because they have made or supported a complaint or raised a grievance under the Equality Act; or because they are suspected of doing so. An temporary worker is not protected from victimisation if they have maliciously made or supported an untrue complaint. A complainant will not need to compare their treatment with that of a person who has not made or supported a claim under the Act.

ExampleAnne 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.

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17. Preventing hidden labour exploitation and Stronger TogetherWe are proud to be approved business partners of Stronger2gether. Stronger Together is a multi-stakeholder initiative aiming to reduce human trafficking, forced labour and other hidden third party exploitation of workers. The initiative was developed by the ALP, GLA and migrant help and is being driven by the majority of the UK’s major supermarkets and retail chains. 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 exploitation.

Hidden labour exploitation 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 exploitationb. payment for work-finding services c. work-related exploitation such as forced use of accommodation

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.

Our commitments:

a. Complying with Human Rights legislation ensuring all employment is freely chosen; b. Precluding the use of child labour and ensuring that the minimum age for workers is consistent with national laws

and regulations;c. Respecting the rights of temporary workers to join or form legally recognised trade unions of their own choosing

and to bargain collectively;d. At no point will we retain 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;f. Accept that job finding fees are a business cost, and will not allow these to be paid by job applicants.;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;i. Positively encourage and support employees and agency workers to report such exploitation which may be

occurring within their communities. 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 authorities and work together to abolish these illegal activities.

http:// stronger2gether.org/

As a responsible corporate business, we aim to act in a socially responsible manner at all times by respecting the economic, social, cultural, political and civil rights of those employed through our business and complying with Human Rights legislation. As such, we and our suppliers commit to ensure that:

a. employment is freely chosen;b. freedom of association and the right to collective bargaining are respected;c. working conditions are safe and hygienic;d. child labour shall not be used;e. living wages are paid;f. working hours are not excessive;g. no discrimination is practised;h. regular employment is provided;i. no harsh or inhumane treatment is allowed.

18. Ethical trading

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20. Benefits - pensions faq’s1. What is auto-enrolment?

A new law that means we must automatically enrol every worker into a workplace pension scheme if they are aged between 22 and State Pension age, earn more than £10,000 a year and work in the UK

2. What happens if I already pay into a private pension? 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.

3. If I were to leave, do I lose the money I paid in? No, the money will remain in your pension fund and will be available to draw out once you reach pension age

4. If I join and then return to my native country, what will happen to my contributions? Please speak to the workplace pension provider for more information.

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. What happens if I don’t want to join the auto enrolment pension scheme? 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

19. ComplaintsWe are committed to providing a high level service to our customers. If you do not receive satisfaction from us we need you to tell us about it. If you have a complaint, please contact your local branch manager by phone in the first instance so that we can try to resolve your complaint informally.

If you feel that the response is unsatisfactory and requires further investigation please refer your complaint to an Operations Director – contact details can be located on our website.

At this stage, if you are not satisfied please contact our HR department who upon contact will:

1. send you a letter acknowledging your complaint and asking you to confirm or explain the details set out. We will also let you know the name of the person who will be dealing with your complaint. You can expect to receive our letter within 5 working days of us receiving your complaint.

2. record your complaint in our central register within a day of having received it.3. acknowledge your reply to our acknowledgment letter and confirm what will happen next. You can expect to receive

our acknowledgement letter within 5 working days of your reply.4. start to investigate your complaint. This will normally involve the following steps;

a. We may ask the member of staff who dealt with you to reply to your complaint within 5 days of our request;b. We will then examine the member of staff’s reply and the information you have provided for us. If necessary we

may ask you to speak to them. This will take up to 4 days from receiving their reply.

5. invite you to meet HR representative to discuss and hopefully resolve your complaint. We will do this within 5 working days of the end of our investigation.

6. within 2 days of the meeting, the HR representative will write to you to confirm what took place and any solutions agreed with you.

7. At this stage, if you are not satisfied you can write to the REC, our trade association of which we are a member, marked for the attention of the Consultancy and Compliance Team, REC, Dorset House, 1st Floor, 27-45 Stamford Street, London, SE1 9NT.

If we have to change any of the time scales above, we will let you know and explain why. NOTE: In any event, we will comply with any statutory procedures that may relate to your complaint.

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21. Health and safety - the policyIt is our policy to ensure, as far as is reasonably practicable, that we protect and promote the health, safety and welfare of all temporary workers through the provision of a safe working environment, safe equipment and safe systems of work.

Additionally, it is our intention to safeguard all people and assets in so far as they are affected by our operations, including temporary workers, visitors, contractors and the general public.

Our Hirers have a responsibility to:

a. comply with all requirements of The Health and Safety at Work etc Act 1974 (as amended) and other legislation and codes of practice;

b. review health and safety arrangements on an ongoing basis to ensure their effectiveness and continuous improvement;

c. provide and maintain locations, equipment and systems of work that are safe and without risks to 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 & safety issues connected with the assignment;h. unless otherwise agreed with us, our Hirers are to complete a health and safety induction for all new staff (including

temporary staff), retain induction and training records on file and where requested make these available to us;i. tell the workforce the name of his/her authorised health and 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.

The employment business’ responsibilities:

a. to conduct inspections of Hirers’ premises to satisfy ourselves that the health and safety practices of the site are acceptable prior to the initial introduction of a worker;

b. 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;

c. to pass on to the worker all relevant information obtained from the Hirer in relation to known health and safety risks, measures taken by the Hirer to prevent or control such risks and any information regarding PPE, Uniform, or equipment required.

d. to ensure workers have received health and safety training from the Hirer and to act immediately should it become apparent that training has not been delivered;

e. to co-operate fully in the investigation of accidents.

Temporary worker responsibilities

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, every Temporary Worker has a duty to:

a. Observe the Hirer’s Health and Safety Policy at all times and ask for sight of the Policy before starting any assignment;b. Take care to follow any safety regulations, including wearing the correct PPE required for the assignment;c. Be responsible not only for your own health and safety at work but also take reasonable care for the health and

safety of other persons (e.g. other Temporary Workers, contractors, customers, workmen, etc.), who may be affected by your acts or omissions at work;

d. Never misuse or interfere with anything provided in the interest of health, safety or welfare; e. Never operate/handle equipment for which they have not been trained; 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 the investigation of accidents;

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22. Health and safety - manual handlingAs the majority of roles will include some aspect of manual handling we have detailed some important information for you.

Manual handling regulations cover the tasks involving supporting or transporting loads by physical human effort. You should 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 are other considerations of equal importance. The basic rule of manual handling on your assignment is “think before you lift”. Please remember all of the following and, if in doubt, then ask.

a. You must inform your Line Manager if you have had a previous history of back painb. 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!;c. Get help if the load is beyond your capacity, don’t try to lift it on your own; d. Look out for sharp edges, nails, wires and splinters;e. Stand close to the load, feet slightly apart, one in front of the other to balance the load;f. Bend your kneesg. Keep the back upright (this maintains the spine’s natural curves) and lift with the legs; h. Keep the shoulders level and in the same direction as the hips;i. Keep the load close to the trunk for as long as possible and do not twist when turning to one side;j. If you need to position the load, put it down first then slide it into the desired position.

23. Health and safety - first aid and accidentsReporting accidents is really important.

All accidents, no matter how small, must be reported to us, the employment business, 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.

WRONG!GOOD BASE MOVEMENT

Pushing

WRONG! RIGHT

Lifting

Pulling

WRONG! RIGHT

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24. Health and safety - fireLearn the fire drill for every place you work - each one may be different. Make sure you know:

a. how to raise the fire alarm; b. the fire evacuation procedure; c. where the fire extinguishers are and how to use them;d. the whereabouts of all fire exits. You must ensure that you are fully conversant with and comply with the fire and other emergency procedures and take part in all drills as organised / notified by us and / or the Hirer. You must ensure that you do not render any fire escape or fire escape routes at the site unavailable for emergency use, nor cause any obstruction at any time to any staircases, passages, walkways, entrances and exits or any other part of the site.

25. Health and safety - special notes for food production assignmentsTemporary workers must inform us immediately if they are suffering from any of the following conditions and are due on an assignment within a food production environment: food poisoning; typhoid/ paratyphoid; dysentery; hepatitis; influenza; ear or throat infection; stomach upset; open sores; eczema. Please note that under no circumstances should you work in 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.

If you become ill whilst on shift, you must notify your supervisor of the circumstances immediately.

In any event of sickness related absence, a return to work interview will be completed prior to you returning to site.

General procedures

a. 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;

b. Hair must be clean and neat. If long it must always be tied back and secured under protective head wear when working in a food preparation or service area;

c. Jewellery: with the exception of plain wedding rings and plain stud earrings, should not be worn while on duty;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;e. Sickness: Ensure you do not cough or sneeze near food. If you do hands must then be washed immediately.

26. Statement of best practiceWe continually review our terms of engagements, rules and policies to ensure that they remain, at least, comparable to best 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.

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gap personnel house, Chesney Court, Wrexham Technology Park, Wrexham, LL13 7YP

Tel: 01978 294201

www.gap-personnel.com