|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Welcome to Driving Force. Our aim is to make your working experience as easy as possible. Whilst you are working for our clients you are representing Driving Force so please follow the guidelines below.
• Arrive on time for the start of your shift
• Always take licences, hi viz and safety footwear with you.
• Be polite and courteous at all times.
• Keep in contact with the depot, please alert them of any delays/ changes etc throughout the day.
• Please ensure you adhere to all Drivers Hours laws and regulations
• Please ensure you complete Vehicle checks prior to driving the vehicle, any defects must be reported to the transport office.
• Please report any accidents / incidents as soon as they occur to both Driving Force and the client you’re working for.
• Our working week is Sunday to Saturday, unless stated otherwise. All timesheets/hours worked must be received by Monday 10am at the latest, failure to do so will result in delayed payment.
This is YOUR RESPONSIBILITY and not for Driving Force to chase.
• You will receive your wages on a Friday, one week in arrears.
• It is your responsibility to inform Driving Force of any changes to your licences, address, bank details or circumstances.
Tax Overview – 2024-2025
Band Taxable Income Tax rate
Personal Allowance Up to £12,570 0%
Basic rate £12,571 to £37,700 20%
Higher rate £37,701 - £125,140 40%
Additional rate Over £125,140 45%
Ni Overview – 2024-2025
• You pay national insurance contributions if you earn more than £242 a week;
• You pay 8% of your earnings above this limit and up to £967 a week;
• The rate drops to 2% of your earnings over £967 a week.
All workers are automatically enrolled into our pension scheme, as per our legal requirements, after a 12-week postponement. The deductions are calculated at 5% of earnings over £120 per week up to £967. Your employer will also contribute 3%.
If you work at one company for more than 12 weeks, you might be entitled to additional accrual % under Agency Worker Regulations - AWR. This will be communicated on the assignment schedule.
A) You may give your personal details to the company directly, such as by seeking services from us, via an online application or submitting your CV.
B) Your details may have been identified via publicly available sources in relation to your professional history (e.g. LinkedIn or a jobs board where you have posted your CV for recruiters to consider you for opportunities).
C) In some circumstances, your personal details may have been provided to us by another person for us to offer our services to you, e.g. a referral from one of our clients.
D) Data may also be collected throughout the course of your engagement or whilst undertaking training with us, e.g. from a referee or from a client you have been assigned to work at. In any case the Company must have a legal basis for processing your personal data, which may include sensitive data. We will only use your personal data in accordance with the terms of a contract and our privacy notice.
Where we need to share your personal and/or sensitive data, we have contracts and data sharing agreements in place with the recipients that require them to treat your information as confidential and ensure the continued protection of your data whilst in their possession. The Company will process your personal data and/or sensitive date, with the following recipients:
a) Our back-office service provider, gap personnel holdings limited;
b) Governing bodies and authorities as required by law;
c) Individuals and organisations who hold information related to reference contacts you have provided;
d) Our clients where you are taking part in the recruitment process and/or you accept an offer of an assignment and/or you undertake an assignment;
e) Neutral vendor when applicable;
f) Training provider where you are undertaking any training services provided by us;
g) Individuals or organisations who hold information related to your job role with Driving Force, such as DVLA and examining bodies;
h) Our software providers;
i) Third party suppliers, e.g. business associates and professional advisers, such as external consultants, technical and IT support functions, independent auditors;
j) Third party company at your request, e.g. Umbrella company, landlord or alternative prospective employer where you have requested us to act as a referee for you;
k) Third party, where necessary to protect your vital interests, e.g. emergency services;
l) Marketing technology platforms and suppliers;
m) Pension provider;
n) We may transfer your personal information to a third party as part of a TUPE transfer under The Transfer of Undertakings (Protection of Employment) Regulations 2006;
o) We may transfer your personal information to a third party as part of a sale of some or all of our business and assets to any third party or apart of any business restructuring or reorganisation. However, we will take steps with the aim of ensuring that your privacy rights continue to be protected.
The company does not use automated decision-making, including profiling. Should the company intend to change this process you will benotified in advance.
The Company will retain your personal data and/or sensitive data only for as long as is necessary. Different laws require us to keep different data for different periods of time.
The Company will retain your personal data and/or sensitive data only for as long as is necessary. Different laws require us to keep different data for different periods of time.
Your personal details may be included in several documents created during the course of our contract with you. To comply with legal requirements e.g. HMRC, UK Visas and Immigration, The Conduct of Employment Agencies and Employment Businesses Regulations 2003,Agency Workers Regulation, HSE and tax legislation, your data will be kept by Driving Force for 7 tax years from the last date on which services were provided to you Where the Company has obtained your consent to process your personal data and sensitive personal data we will do so in line with the relevant schedule detailed above. After expiry of that period your data will no longer be kept by Driving Force.
We are committed to taking all reasonable and appropriate steps to protect the personal information that we hold from misuse, loss, or unauthorised access. We do this by having in place a range of appropriate technical and organisational measures, e.g.:
a) encryption of our services and data;
b) review our information collection, storage and processing practices, including physical security measures;
c) restrict access to personal access to personal information;
d) internal policies setting out our data security approach and training for employees, these include measures to deal with any suspected data breach.
Our systems are placed on servers that are running on an industry standard virtualisation platform based on VMware. Our server provider, where we store most of the data, is ISO 27001 accredited and follows industry best practice and regularly patches and upgrades platforms. All servers that we use to store your data are placed in UK area and comply with the General Data Protection Regulation. Our security systems are kept up to date and align with the guidance to security information. The server that holds the Candidate Portal is installed with an SSLcertificate to protect your data. Once you are on the CandidateRegistration Portal, a padlock icon will appear near the address bar ofthe browser you are using; this will confirm you are on our secureCandidate Portal system.
Please be aware that you have the following data protection rights:
a) The right to be informed about the personal data the Company processes on you;
b) The right of access to the personal data the Company processes on you;
c) The right to rectification of your personal data;
d) The right to erasure of your personal data in certain circumstances')
e) The right to restrict processing of your personal data;
f) The right to data portability in certain circumstances;
g) The right to object to the processing of your personal data that was based on a public or legitimate interest;
h) The right not to be subjected to automated decision making and profiling; and
i) The right to withdraw consent at any time.
Where you have consented to the Company processing your personal data and sensitive personal data you have the right to withdraw that consent at any time by completing on-line request (click here) or emailing Data Protection Officer dpo@driving-force.co.uk
If you wish to complain about this privacy notice or any of the procedures set out in it please contact: Data Protection Officer by emailing dpo@driving-force.co.uk You also have the right to raise concerns with Information Commissioner's Office on 0303 123 1113 or athttps://ico.org.uk/concerns/, or any other relevant supervisory authority should your personal data be processed outside of the UK, if you believe that your data protection rights have not been adhered to.
1- You MUST be named on the account in which you provide for your pay.
2- It is your responsibility to provide us with the correct bank information this will also ensure there are no issues in receiving your pay.
3- We will call you to verify these details verbally.
You are not required to disclose on any part of this form any convictions or cautions that have been ‘filtered’. Guidance and criteria on the filtering of these cautions and convictions can be found in Appendix 2 - DBS eligibility guidance
Subject to the filtering rules, failure to declare a conviction that you must disclose may require us to exclude you from our register or terminate an assignment if the offence is not declared but later comes to light.
|
|
|
|
1. Definitions
1.1. In this agreement the following definitions apply: -
“Assignment” means the period during which the Temporary Worker is supplied by the Employment Business to render services to the Client;
“Client” means the person, firm or corporate body together with any subsidiary or associated company as defined by the Companies Act 1985 to whom the Temporary Worker is supplied or introduced;
“Employment Business” means Driving Force Recruitment Limited of 1-3 Bath Hill, Keynsham , Bristol , Avon , BS311EB ;
“Temporary Worker” means the individual who is introduced by the Employment Business to render services to the Client;
“Working Week” means an average of 48 hours each week calculated over a 17 week reference period.
1.2. Unless the context otherwise requires, references to the singular include the plural.
1.3. The headings contained in these Terms are for convenience only and do not affect their interpretation.
2. Restriction
2.1. The Working Time Regulations 1998 (as amended) provide that the Temporary Worker shall not work on an Assignment with the Client in excess of the working week unless they agree in writing that this limit shall not apply.
3. Consent
3.1. The Temporary Worker hereby agrees that the Working Week limit shall not apply to the Assignment.
4. Withdrawal of Consent
4.1. The Temporary Worker may end this Agreement by giving the Employment Business 3 months notice in writing.
4.2. For the avoidance of doubt, any notice bringing this Agreement to an end shall not be construed as termination by the Temporary Worker of an Assignment with a Client.
4.3. Upon the expiry of the notice period set out in clause 4.1, the Working Week limit shall apply with immediate effect.
5. The Law
5.1. These Terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of the Courts of England & Wales.
Please select below confirmation of your decision to agree or refusal to the 48 Hour opt out agreement.
Acceptance – 48 hour opt out agreement
If you agree to the 48 hour opt out agreement , You understand the 48 hour working week limit will not apply and you are free to accept additional hours which may exceed 48 hours in a working week. As a reminder, under the terms of your contract for services agreement, you are free to accept or reject an assignment or additional hours offered.
Refusal - 48 hour opt out agreement
By selecting below you confirm your decision to refuse the 48 Hour opt out agreement. You understand the 48 hour working week limit will apply and you must not exceed this without first returning to our offices and completing the acceptance section of the 48 hour opt out agreement.
|
|
|
|
Worker: The agency workers regardless of the contract they may be engaged in.
Hirer: The party, being either the client of end user, to whom you are supplied temporarily under an assignment and under whose supervision, direction and control you work.
Equal Opportunities
Driving Force 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 Driving Force embraces diversity and aims to promote the benefits of diversity in all of our business activities.
Whilst representing Driving Force on temporary assignment, you must conduct yourself in an appropriate manner and ensure that you do not discriminate against an other person or engage in any conduct which may result in discrimination, harassment, bullying or the victimization of another individual which will not be tolerated. For the avoidance of doubt, the following passages highlight areas of the Equality act 20 10 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:
• age
• being or becoming a transsexual person
• being married or in a civil partnership
• being pregnant or on maternity leave
• disability
• race including colour, nationality, ethnic or national origin
• religion, belief or lack of religion/belief
• sex / sexual orientation
Age
The Act protects people of all ages. Age is the only protected characteristic that allows the Hirers or Driving Force 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 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.
Race
For the purposes of the Act ‘race’ includes colour, nationality and ethnic or national origins. Religion and belief In the Equality Act, religion includes any religion. It also includes a lack of religion, in other words 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.
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 discrimination
Direct 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.
Example June 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 within Driving Force 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, ie 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.
Example A 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.
Dignity at work
As part of its overall commitment to equal opportunities, Driving Force 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, whether it is related to disability, race, gender, health, social class, sexual preference, marital status, nationality, religion, employment status, age or membership or Non-membership of a trade union.
Harassment
Harassment 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. 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. Workers are also protected from harassment because of perception and association (see page 3). See Annex 1 for some examples of harassment.
Example Steve 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.
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 a hirer’s or gap personnel’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:
• spreading malicious rumours, or insulting someone
• exclusion or victimisation
• unfair treatment
• deliberately undermining a competent worker by constant criticism.
Victimisation
Victimisation occurs when a 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. A 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. See Annex 1 for an example of victimisation.
Example Anne 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.
The Road Transport (Working Time) Regulations (RTWT) requires employment businesses to maintain records of the Working Time of the mobile workers who are involved in operations subject to EU drivers hours rules. An employment business is obliged to ensure that the Working time limits specified below are complied with for temporary workers they engage:
Summary of the RTWT Regulations In summary the RTWT regulations provide for the following:
• Mobile drivers (such as HGV drivers and crew) are subject to a maximum Working Time of 48 hours per week over a default 17 week reference period; this default reference period may be changed to a rolling reference period and extended to 26 weeks in certain circumstances
• There is a maximum weekly limit of 60 Hours Working Time
• There is a maximum of 10 hours night work within each 24 hour period. Night time is defined as midnight to 04:00am for goods vehicles and 01:00am and 05:00am for passenger vehicles. This maximum may be extended in certain circumstances
• Rest Periods: Mobile workers must take the following breaks: 30 minutes after 6 hours Working Time and 45 minutes for over 9 hours Working Time. It is important to note that EU Drivers hours breaks and rest periods still apply.
How we calculate your average Working Time
We will calculate your average Working Time over a 17 week calendar reference period. The reference period we will use begins on the nearest Monday morning on or after 1st April, 1st August and 1ST December each year and ending at midnight at the beginning of the nearest Monday falling on or after 17 weeks of those dates. If we decide to operate a 26 week rolling reference period we will confirm this in writing to you.
Your Responsibilities
It is your responsibility to inform us of all your Working Time during the reference periods we use and to keep us updated as to any additional Working time you undertake for other employers or employment businesses for these purposes during an assignment.
It is also your responsibility to accurately record your Working Time during an assignment.
RTWT Regulations have been introduced to protect and safeguard the health and safety of the mobile worker, other road users and the public. A mobile worker also has a responsibility for complying with the regulations. If the mobile worker knowingly breaks the rules (e.g. neglects to inform their employer or employment business about other work or knowingly makes a false record), then they will be committing a criminal offence and may be subject to a fine on conviction of up to £5000 (Regulation 18 of the RTWT Regulations)
The RTWT Regulations require that all work undertaken for other employers must be taken into account when we calculate your Working Time during the relevant reference period. Both transport and non-transport work must be taken into account.
Accordingly, please provide details of Working Time undertaken for any other employers or employment businesses during the current 17-week reference period. See above for the dates of the relevant 17-week reference period.
Both transport and non-transport working time must be declared. If you are engaged in charitable or voluntary, or work for the TA, Fire Service or Police you must inform us and you should fill out the chart below as if you were engaged in other work, even though we may exclude time spent on such activities from our calculation of your Working Time.
Please complete one of the following two declarations:
I declare that: I have accurately detailed all my Working Time during the current reference period in the provided chart and that it is true and correct to the best of my knowledge; As stated I AM NOT / I AM ( please select below which applies to you) currently engaged in any work, other than for Driving Force which needs to be included in the calculations of my Working Time under the RTWT Regulations; and I will keep Driving Force informed in writing as to the details of Working Time undertaken for other employers or employment businesses on a weekly basis; and I will inform Driving Force immediately of there are any changed to my situation which impacts on my working time
|
|
|
|
I confirm that all personal information completed and inputted by myself is True and Factual. I confirm that any documents used to confirm my identity and any relevant qualifications are originals and have not been tampered with in anyway and represent a True Likeness to myself.
|
|
|
|
Driving Force’s policy is to recruit, employ and promote people on the basis of their suitability for the work to be performed. To this end, we aim to ensure that no applicant or employee receives less than favourable treatment on the grounds of age, sex, disability, creed, colour, race, or is disadvantaged by conditions or requirements which cannot be shown to be justifiable. PLEASE NOTE: To assist with the continuing implementation and monitoring of this policy, applicants for posts with the group are asked to provide the information as requested below. This information will solely be used for monitoring purposes.
|
|
|
|
|
|
The information that you provide on this application and on any CV given will be used by Driving Force to provide you employment finding services. In providing this service to you, you understand your data will be processed accordingly in line with Driving Force’s privacy notice. Driving Force may check the information collected, with third parties or with other information held by Driving Force. Driving Force may also use or pass on certain information to third parties to prevent or detect crime, to protect public funds or in other ways permitted or required by law.
|
|
|
|
I give my full consent for the below named companies to provide details of my employment to Driving Force Recruitment Ltd: Dates of employment, accident record, customer service record, absenteeism record.
I understand that my data will be processed accordingly in line with Driving Force Recruitment privacy notice.
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Q12 You're on a motorway. Your lorry has a maximum authorised mass of more than 7.5 tonnes. What does this sign mean to you?
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
A 15 minutes + 30 minutes
B 20 minutes + 25 minutes
C 30 minutes + 15 minutes
D 17 minutes + 35 minutes
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
Medical health history
- Asthma or hayfever
- Back, neck or joint problems
- Chest/respiratory problems
- Diabetes
- Epilepsy, fits, faints or blackouts
- Skin problems
- Heart disease or high blood pressure
- Mental health problems (eg anxiety / depression / stress)
- Kidney / bladder problems
- Hernia / rupture
- Stomach or bowel problems
- Circulation problems or blood disorders
- Varicose veins
- Allergies or immune disorders
General Health and Lifestyle
- Do you have any current or past visual impairment (excluding glasses/lenses)
- Do you have poor hearing in either ear?
- Are you currently taking any medication or receiving any medical treatment?
- Are you currently pending a referral to see a specialist at a hospital clinic or due to be admitted to hospital?
Food Handling
- Do you suffer, or have you suffered from any of the following; Typhoid Fever or Paratyphoid Fever, Dysentry or Salmonella
- Have you ever had, or been in close contact with anyone known to have Tuberculosis?
- Have you suffered from Diarrhea, vomiting or any other stomach disorders within the last 4 weeks? Do you have any problems with your bowels, eg. Colitis, Irritable Bowel Syndrome, Crohns diseases or recurrent diarrhea?
- Any recurrent chest infections, with the production of phlegm?
- Any recurrent eye, ear, throat or mouth infections?
Occupational Health
- Have you ever worked in a noisy environment where you had to shout to make yourself heard?
- Have you ever worked in a dusty environment where dust masks were required?
- Have you ever worked with power tools or other vibratory equipment?
- Do you have any difficulties wearing personal protective equipment? Eg. Gloves, safety glasses, footwear etc?
- Do you have any personal or health problems that could affect; - Working in a hot or cold environment - Standing for long periods - Tasks that involve pushing, pulling, lifting or handling of loads - Climbing Stairs - Understanding information
Night Health
The purpose of these questions are to make sure that you are suited to working at night.
- Diabetes
- Heart or circulatory disorders
- Stomach or intestinal disorders
- Any condition which causes difficulties sleeping
- Chronic chest disorders (especially if night time symptoms are troublesome)
- Any medical condition requiring medication to a strict timetable <
|
|
|
|
By signing the below, I confirm:
1. The information provided in relation to health and disability section of this application is accurate.
2. I accept responsibility for notifying Driving Force of any changes to my medical condition to enable them to ensure my needs are met in terms of reasonable adjustments for access to their recruitment service and to my needs in order to perform the job or position sought or being undertaken.
3. I give my permission to Driving Force to share this information with occupational health professionals and / or clients to which I am supplied, where necessary to ensure my needs are met in terms of reasonable adjustments in order to perform the job or position sought or being undertaken