This document sets out key information about your relationship as a work-seeker with us, as an employment business, including details about pay, holiday entitlement and other benefits. For further information please contact Robertson Recruitment admin@robertsonrecruitment.com The Employment Agency Standards (EAS) Inspectorate is the government authority responsible for the enforcement of certain agency worker rights. You can raise a concern with them directly on 020 4566 5333 or through the ACAS helpline on 0300 123 1100, Monday to Friday, 8am to 6pm.

General Information

Name of employment business: Robertson Recruitment Services Ltd

Your employer (if different from the employment business): N/A

Type of contract you will be engaged under: Contract for Services

Who will be responsible for paying you (if different from your employer): Robertson Recruitment Services Ltd

How often you will be paid: Weekly in arrears

Expected or minimum rate of pay: At least the prevailing or current National Living Wage or National Minimum Wage, as appropriate

Deductions from your pay required by law:

• PAYE tax
• Employee National Insurance Contributions
• Employee pension contributions - 5% of gross pay which will be deferred for the first 12 weeks (if no opt out)
• Student Loan (if applicable)

Any other deductions or costs from your pay (to include amounts or how they are calculated): None

Any fees for goods or services: None

Holiday entitlement and pay:

• Statutory holiday entitlement of 5.6 weeks/ 28 Days, pro rated for part time work, inclusive of Bank Holidays.
• Holiday paid when time off is taken.

Additional benefits: Access to collective facilities provided by a client on day one of an assignment under the Agency Workers Regulations 2010 though these will vary from client to client

REPRESENTATIVE EXAMPLE OF YOUR PAY *

(PLEASE NOTE THESE ARE EXAMPLE FIGURES AND DO NOT REPRESENT THE ACTUAL DEDUCTIONS A WORKER RECEIVING PAY AT THIS RATE WOULD ATTRACT.)

Example rate pay: 40 hours x £12.21 = £488.4 (Holiday pay accrued and paid separate)

Deductions from your wage required by law:

• National Insurance Contributions - £19.71
• PAYE Tax - £45.65
• Pension - £18.42

Any other deductions or costs from your wage: None

Any fees for goods or services: None

Example net take home pay: £ 404.62

Any other deductions or costs from your wage: None

Any fees for goods or services: None

Example net take home pay: £ 404.62

Robertson Recruitment Services LTD

Terms of engagement with an agency worker

1. DEFINITIONS AND INTERPRETATION

1.1. In these Terms the following definitions apply:

“Actual Rate of Pay” means, unless and until the Agency Worker has completed the Qualifying Period, the rate of pay which will be paid for all time worked during an Assignment for each hour worked, as set out in the relevant Assignment Details Form;

“Actual QP Rate of Pay” means the rate of pay which will be paid to the Agency Worker if and when s/he completes the Qualifying Period, as set out in any variation to the relevant Assignment Details Form;

“Agreed Deductions” means any deductions the Agency Worker has agreed can be made from their pay;

“Assignment” means assignment services to be performed by the Agency Worker for the Hirer for a period of time during which the Agency Worker is supplied by the Employment Business to work temporarily for and under the supervision and direction of the Hirer;

“Assignment Details Form” means written confirmation of the assignment details to be given to the Agency Worker upon acceptance of the Assignment;

“AWR” means the Agency Workers Regulations 2010

“Calendar Week” means any period of 7 days starting with the same day as the first day of the First Assignment;

“Conduct Regulations” means the Conduct of Employment Agencies and Employment Businesses Regulations 2003

“Confidential Information” means any and all confidential commercial, financial, marketing, technical or other information or data of whatever nature relating to the Hirer or Employment Business or their business or affairs (including but not limited to these Terms, data, records, reports, agreements, software, programs, specifications, know-how, trade secrets and other information concerning the Assignment) in any form or medium whether disclosed or granted access to whether in writing, orally or by any other means, provided to the Agency Worker or any third party in relation to the Assignment by the Hirer or the Employment Business or by a third party on behalf of the Hirer whether before or after the date of these Terms together with any reproductions of such information in any form or medium or any part(s) of such information;

“Control” means (a) the legal or beneficial ownership, directly or indirectly, of more than 50% of the issued share capital or similar right of ownership; or (b) the power to direct or cause the direction of the affairs and/or general management of the company, partnership, statutory body or other entity in question, whether through the ownership of voting capital, by contract or otherwise, and "Controls" and "Controlled" shall be construed accordingly;

“Data Protection Laws” means the Data Protection Act 2018, the General Data Protection Regulation (EU 2016/679) and any applicable statutory or regulatory provisions in force from time to time relating to the protection and transfer of personal data;

“Deductions” means any deductions which the Employment Business may be required by law to make and, in particular, in respect of PAYE pursuant to Sections 44-47 of the Income Tax (Earnings and Pensions) Act 2003 and Class 1 National Insurance Contributions;

“Emoluments” means any pay in addition to the Actual QP Rate of Pay;

“Employment Business” Robertson Recruitment Services Limited (registered company no. 06922498) of Foxhall Lodge, Foxhall Road, Nottingham, NG7 6LH;

“Engagement” means the engagement (including the Agency Worker’s acceptance of the Hirer’s offer), employment or use of the Agency Worker by the Hirer or any third party to whom the Agency Worker has been introduced by the Hirer, on a permanent or temporary basis, whether under a contract of service or for services, and/or through a company of which the Agency Worker is an officer, employee or other representative, an agency, license, franchise or partnership arrangement, or any other engagement; and “Engage”, “Engages” and “Engaged” shall be construed accordingly;

“First Assignment” means: (a) the relevant Assignment; or (b) if, prior to the relevant Assignment i. the Agency Worker has worked in any assignment in the same role with the relevant Hirer as the role in which the Agency Worker works in the relevant Assignment; and ii. the relevant Qualifying Period commenced in any such assignment, that assignment (an assignment being (for the purpose of this defined term) a period of time during which the Agency Worker is supplied by one or more Temporary Work Agencies to the relevant Hirer to work temporarily for and under the supervision and direction of the relevant Hirer);

“Hirer” means the person, firm or corporate body together with any subsidiary or associated person, firm or corporate body (as the case may be) to whom the Agency Worker is supplied or introduced;

“Hirer's Group” means (a) any individual, company, partnership, statutory body or other entity which from time to time Controls the Hirer, including (but not limited to) as a holding company as defined in section 1159 of the Companies Act 2006; and (b) any company, partnership, statutory body or other entity which from time to time is Controlled by or is under common Control with the Hirer, including (but not limited to) as a subsidiary or holding company as defined in section 1159 of the Companies Act 2006;

“Hourly Rate” means at least the prevailing or current National Living Wage or National Minimum Wage (as appropriate), that the Employment Business reasonably expects to achieve, for all hours worked by the Agency Worker;

“Leave Year” means the period during which the Agency Worker accrues and may take statutory leave commencing on 1st November and runs until the anniversary of that date;

“Period of Extended Hire” means any additional period that the Hirer wishes the Agency Worker to be supplied for beyond the duration of the original Assignment or series of assignments as an alternative to paying a Transfer Fee;

“Qualifying Period” means 12 continuous Calendar Weeks during the whole or part of which the Agency Worker is supplied by one or more Temporary Work Agencies to the relevant Hirer to work temporarily for and under the supervision and direction of the relevant Hirer in the same role, and as further defined in the Schedule to these Terms;

“Relevant Period” means the later of (a) the period of 8 weeks commencing on the day after the last day on which the Agency Worker worked for the Hirer having been supplied by the Employment Business; or (b) the period of 14 weeks commencing on the first day on which the Agency Worker worked for the Hirer having been supplied by Employment Business or 14 weeks from the first day of the most recent Assignment where there has been a break of more than 6 weeks (42 days) since any previous assignment;

“Temporary Work Agency” means as defined in the Schedule to these Terms;

“Terms” means these terms of engagement (including the attached schedule) together with any applicable Assignment Details Form;

“Transfer Fee” means the fee payable by the Hirer to the Employment Business in accordance with clause 3.6, as permitted by Regulation 10 of the Conduct Regulations;

1.2. Unless the context otherwise requires, references to the singular include the plural and references to the masculine include the feminine and vice versa.

1.3. The headings contained in these Terms are for convenience only and do not affect their interpretation.

1.4. Any reference, express or implied, to an enactment includes a reference to that enactment as from time to time amended, modified, extended, re-enacted, replaced or applied by or under any other enactment (whether before or after the date of these Terms) and all subordinate legislation made (before or after these Terms) under it from time to time.

2.1. These Terms constitute the entire agreement between the Employment Business and the Agency Worker for the supply of services to the Hirer and they shall govern all Assignments undertaken by the Agency Worker. The contract between the parties starts on the first day of the First Assignment under these Terms however, no contract shall exist between the Employment Business and the Agency Worker between Assignments. These Terms shall prevail over any other terms put forward by the Agency Worker

2.2. During an Assignment the Employment Business will engage the Agency Worker on a contract for services on these Terms. For the avoidance of doubt, the Agency Worker is not an employee of the Employment Business although the Employment Business is required to make the Deductions from the Agency Worker’s pay. These Terms shall not give rise to a contract of employment between the Employment Business and the Agency Worker, or the Agency Worker and the Hirer. The Agency Worker is supplied as a worker, and is entitled to certain statutory rights as such, but nothing in these Terms shall be construed as giving the Agency Worker rights in addition to those provided by statute except where expressly stated.

2.3. No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between the Employment Business and the Agency Worker and set out in writing and a copy of the varied terms is given to the Agency Worker no later than 5 business days following the day on which the variation was made stating the date on or after which such varied terms shall apply.

2.4. The Employment Business shall act as an employment business (as defined in Section 13(3) of the Employment Agencies Act 1973 (as amended) when introducing or supplying the Agency Worker for Assignments with its Hirers.

3.1. The Employment Business will endeavour to obtain suitable Assignments for the Agency Worker to perform the agreed Type of Work. The Agency Worker shall not be obliged to accept any Assignment offered by the Employment Business.

3.2. The Agency Worker acknowledges that the nature of temporary work means that there may be periods when no suitable work is available and agrees that:

3.2.1. the suitability of the work to be offered shall be determined solely by the Employment Business; and

3.2.2. the Employment Business shall incur no liability to the Agency Worker should it fail to offer Assignments of the Type of Work or any other work to the Agency Worker.

3.3. At the same time as an Assignment is offered to the Agency Worker the Employment Business shall provide the Agency Worker with an Assignment Details Form setting out the following: For the purposes of the Conduct Regulations:

3.3.1. the identity of the Hirer, and if applicable the nature of their business;

3.3.2. the date the Assignment is to commence and the duration or likely duration of Assignment;

3.3.3. the Type of Work, location and details of hours during which the Agency Worker would be required to work;

3.3.4. the Actual Rate of Pay that will be paid, intervals and any expenses payable by or to the Agency Worker;

3.3.5. any risks to health and safety known to the Hirer in relation to the Assignment and the steps the Hirer has taken to prevent or control such risks;

3.3.6. what experience, training, qualifications and any authorisation required by law or a professional body the Hirer considers necessary or which are required by law to work in the Assignment; and For the purposes of Section 1 of the Employment Rights Act:

3.3.7. any other paid leave such as maternity, paternity or adoption leave;

3.3.8. the details of pension entitlements and pensions schemes; and

3.3.9. any other benefits

3.4. Where the Employment Business does not give such information in paper form or by electronic means, it shall confirm the information by such means by the end of the third business day (excluding Saturday, Sunday and any Public or Bank Holiday) following except where:

3.4.1. the Agency Worker is being offered an Assignment in the same position as one in which the Agency Worker has previously been supplied within the previous 5 business days and such information has already been given to the Agency Worker and remains unchanged; or

3.4.2. subject to clause 3.5, the Assignment is intended to last for 5 consecutive business days or less and such information has previously been given to the Agency Worker before and remains unchanged, the Employment Business needs only to provide written confirmation of the identity of the Hirer and the likely duration of the Assignment.

3.5. Where the provisions of clause 3.4 are met but the Assignment extends beyond the intended 5 consecutive business day period, the Employment Business shall provide such information set out in clause 3.3 to the Agency Worker in paper or electronic form within 8 days of the start of the Assignment.

3.6.For the purpose of calculating the average number of weekly hours worked by the Agency Worker on an Assignment for the purposes of the WTR, the start date for the relevant averaging period shall be the date on which the Agency Worker commences the First Assignment.

3.7. If, before or during an Assignment or during the Relevant Period, the Hirer wishes to Engage the Agency Worker directly or through another employment business, the Agency Worker acknowledges that the Employment Business will be entitled either to charge the Hirer a Transfer Fee or to agree a Period of Extended Hire with the Hirer at the end of which the Agency Worker may be Engaged directly by the Hirer or through another employment business without further charge to the Hirer. In addition, the Employment Business will be entitled to charge a Transfer Fee to the Hirer if the Hirer introduces the Agency Worker to a third party (other than another employment business) who subsequently Engages the Agency Worker, directly or indirectly, before or during an Assignment or within the Relevant Period.

3.8 If the Agency Worker has completed the Qualifying Period on the start date of the relevant Assignment or following completion of the Qualifying Period during the relevant Assignment, and if the Agency Worker is entitled to any terms and conditions relating to the duration of working time, night work, rest periods and/ or rest breaks under the AWR which are different and preferential to rights and entitlements relating to the same under the WTR, any such terms and conditions will be set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form (as appropriate).

4.1. The Agency Worker is not obliged to accept any Assignment offered by the Employment Business but if the Agency Worker does accept an Assignment, then during every Assignment and afterwards where appropriate, s/he will:

4.1.1. co-operate with the Hirer’s reasonable instructions and accept the direction, supervision and control of any responsible person in the Hirer’s organisation;

4.1.2. observe any relevant rules and regulations of the Hirer’s establishment (including normal hours of work) to which attention has been drawn or which the Agency Worker might reasonably be expected to ascertain;

4.1.3. take all reasonable steps to safeguard his or her own health and safety and that of any other person who may be present or be affected by his or her actions on the Assignment and comply with the Health and Safety policies and procedures of the Hirer;

4.1.4. not engage in any conduct detrimental to the interests of the Employment Business and/ or Hirer which includes any conduct which could bring the Employment Business and/or the Hirer into disrepute and/or which results in the loss of custom or business by either the Employment Business or the Hirer;

4.1.5. not commit any act or omission constituting unlawful discrimination against or harassment of any member of the Employment Business's or the Hirer's staff;

4.1.6. not at any time tell or give to any person, nor use for his or her own or any other person’s benefit, any Confidential Information relating to the Hirer’s or the Employment Business’s employees, business affairs, transactions or finances;

4.1.7 on completion of the Assignment or at any time when requested by the Hirer or the Employment Business, return to the Hirer or where appropriate, to the Employment Business, any Hirer property or items provided to the Agency Worker in connection with or for the purpose of the Assignment, including, but not limited to any equipment, materials, documents, swipe cards or ID cards, uniforms, personal protective equipment or clothing.

4.2. if the Agency Worker accepts any Assignment offered by the Employment Business, as soon as possible prior to the commencement of each such Assignment and during each Assignment (as appropriate) and at any time at the Employment Business’s request, the Agency Worker undertakes to:

4.2.1. inform the Employment Business of any Calendar Weeks prior to the date of commencement of the relevant Assignment and/or during the relevant Assignment in which the Agency Worker has worked in the same or a similar role with the relevant Hirer via any third party and which the Agency Worker believes count or may count toward the Qualifying Period;

4.2.2. provide the Employment Business with all the details of such work, including (without limitation) details of where, when and the period(s) during which such work was undertaken, and any other details requested by the Employment Business; and

4.2.3. inform the Employment Business if s/he has prior to the commencement of the relevant Assignment and/or during the relevant Assignment carried out work which could be deemed to count toward the Qualifying Period for the relevant Assignment in accordance with Regulation 9 of the AWR because s/he has:

4.2.3.1. completed two or more assignments with the Hirer;

4.2.3.2. completed at least one assignment with the Hirer and one or more earlier assignments with any member of the Hirer's Group; and/or

4.2.3.3. worked in more than two roles during an assignment with the Hirer and on at least two occasions worked in a role that was not the same role as the previous role.

4.3. If the Agency Worker is unable for any reason to attend work during the course of an Assignment s/he should inform the Employment Business within 1 hour of the commencement of the Assignment or shift. In the event that it is not possible to inform the Employment Business within these timescales, the Agency Worker should alternatively inform the Hirer and then the Employment Business as soon as possible.

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

4.5. The Agency Worker warrants that in relation to these Terms, s/he shall comply strictly with all provisions applicable to him/her under the Data Protection Laws and shall not do or permit to be done anything which might cause the Employment Business or the Hirer to breach any Data Protection Laws.

4.6. The Agency Worker acknowledges that any breach of his/her obligations set out in these Terms may cause the Employment Business to suffer loss and that the Employment Business reserves the right to recover such losses from the Agency Worker.

5.1. At the end of each week of an Assignment (or at the end of the Assignment where it is for a period of 1 week or less or is completed before the end of a week) the Agency Worker shall deliver to the Employment Business a timesheet duly completed to indicate the number of hours worked during the preceding week (or such lesser period) and signed by an authorised representative of the Hirer.

5.2. Subject to clause 5.3, the Employment Business shall pay the Agency Worker for all hours worked regardless of whether the Employment Business has received payment from the Hirer for those hours.

5.3. Where the Agency Worker does not submit a properly authenticated timesheet the Employment Business shall, in a timely fashion, conduct further investigations into the hours claimed by the Agency Worker and the reasons that the Hirer has refused to sign a timesheet in respect of those hours. This may delay any payment due to the Agency Worker. The Employment Business will not pay the Agency Worker for hours not worked.

5.4. For the avoidance of doubt and for the purposes of the WTR, the Agency Worker’s working time shall only consist of those periods during which s/he is carrying out activities or duties for the Hirer as part of the Assignment. Time spent travelling to the Hirer’s premises (apart from time spent travelling between two or more premises of the Hirer), lunch breaks and other rest breaks shall not count as part of the Agency Worker’s working time for these purposes. This clause 5.4 is subject to any variation set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form which the Employment Business may make for the purpose of compliance with the AWR.

6.1. For each Assignment the Employment Business shall pay to the Agency Worker the Hourly Rate. The Actual Rate of Pay will be notified on a per Assignment basis and set out in the relevant Assignment Details Form.

6.2. If the Agency Worker has completed the Qualifying Period on the start of the relevant Assignment or following completion of the Qualifying Period during the relevant Assignment, the Employment Business shall pay to the Agency Worker the Actual QP Rate of Pay which will be notified on a per Assignment basis and set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form.

6.3. The Hourly Rate, Actual Pay of Rate or Actual QP Rate of Pay, as applicable, will be paid weekly in arrears, subject to any Deductions and or Agreed Deductions, together with any agreed Emoluments.

6.4. Subject to any statutory entitlement under the relevant legislation referred to in clauses 7 (Annual leave) and 8 (Sickness absence) below and any other statutory entitlement, the Agency Worker is not entitled to receive payment from the Employment Business or the Hirer for time not spent on Assignment, whether in respect of holidays, illness or absence for any other reason unless otherwise agreed.

6.5. Subject to compliance with Regulation 12 of the Conduct Regulations, the Employment Business reserves the right in its absolute discretion to deduct from the Agency Worker’s pay any sums which s/he may owe the Employment Business including, without limitation, any overpayments or loans made to the Agency Worker by the Employment Business or any losses suffered by the Employment Business as a result of his/her negligence or breach of either the Employment Business’s or the Hirer’s rules.

6.6. If the Employment Business provides any equipment or clothing to the Agency Worker to be used in the course of an Assignment with the Hirer, the Agency Worker must take reasonable care of the equipment or clothing. Furthermore, the Agency Worker must return any equipment or clothing to the Employment Business upon termination of the Terms or within [3] days of a request from the Employment Business. If the Agency Worker does not comply with the obligations set out in this clause, the Employment Business reserves the right to deduct the cost of replacement equipment or clothing from any sums owed to the Agency Worker. The question of whether the Agency Worker has taken reasonable care of the equipment or clothing will be solely assessed by the Employment Business’s reasonable judgement.

6.7. Where the Agency Worker holds a valid A1, E101 or E102 Certificate confirming coverage by a social security scheme in a Member State other than the UK, the Agency Worker must declare this to the Employment Business and produce the Certificate. In such cases the Employment Business shall not deduct Class 1 National Insurance Contributions from the Actual Rate of Pay or the Actual QP Rate of Pay (where applicable) but it shall be the responsibility of the Agency Worker to pay such social fee contributions as may be applicable in the Member State concerned. In the event that the Agency Worker fails to pay such contributions and the Employment Business is required to pay contributions either in the UK or the Member State concerned, the Agency Worker undertakes to indemnify the Employment Business and the Employment Business shall be entitled to deduct the amount paid in contributions from any sums owed to the Agency Worker.

7.1. The Agency Worker is entitled to paid annual leave according to the statutory minimum as provided by the WTR from time to time. The current statutory entitlement to paid annual leave under the WTR is 5.6 weeks.

7.2. The Agency Worker’s entitlement to payment for annual leave under clause 7.1 accrues in proportion to the amount of time worked by him/ her on Assignment during the Leave Year.

7.3. Under the AWR, on completion of the Qualifying Period the Agency Worker may be entitled to paid and/or unpaid annual leave in addition to the Agency Worker's entitlement to paid annual leave under the WTR and in accordance with clauses 7.1 and 7.2. If this is the case, any such entitlement(s), the date from which any such entitlement(s) will commence and how payment for such entitlement(s) accrues will be as set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form.

7.4. All annual leave must be taken during the course of the Leave Year in which it accrues and, save as may be set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form, none may be carried forward to the next year. The Employment Business will remind the Agency worker at various points in the holiday year as to what holiday they have remaining but the Agency Worker is also responsible for ensuring that all paid annual leave is requested and taken within the Leave Year. If for any reason the Agency Worker thinks that they might not be able to use their accrued holiday entitlement before the end of the holiday year they must contact the Employment Business to discuss this as soon as is possible.

7.5. If the Agency Worker wishes to take paid annual leave during an Assignment s/he should notify the Employment Business of the dates of his/her intended absence giving notice of at least two weeks prior the period of annual leave s/he wishes to take. In certain circumstances the Employment Business may require the Agency Worker to take paid annual leave at specific times or notify the Agency Worker of periods when paid annual leave cannot be taken. Where the Agency Worker has given notice of a request to take paid annual leave in accordance with this clause, the Employment Business may give counter-notice to the Agency Worker to postpone or reduce the amount of leave that the Agency Worker wishes to take. In such circumstances the Employment Business will inform the Agency Worker in writing giving at least the same length of notice as the period of leave that it wishes to postpone or reduce it by.

7.6. Subject to clause 7.3, the amount of payment which the Agency Worker will receive in respect of periods of annual leave taken during an Assignment will be calculated in accordance with and paid in proportion to the number of hours which the Agency Worker has worked on Assignment.

7.7. Subject to clause 7.3, during any Assignment during the first Leave Year, the Agency Worker is entitled to request leave at the rate of one-twelfth of the Agency Worker’s total holiday entitlement in each month of the leave year.

7.8. Except where this clause is amended by the Assignment Details Form, where a bank holiday or other public holiday falls during an Assignment and the Agency Worker does not work on that day, then subject to the Agency Worker having accrued entitlement to payment for leave in accordance with clause 7.2 or clause 7.3 (if applicable),the Agency Worker may, upon giving the notice in clause 7.5, take a bank holiday or other public holiday as part of his/her paid annual leave entitlement.

7.9. Where these Terms are terminated by either party, the Agency Worker shall repay to the Employment Business an amount in respect of any holiday periods taken in excess of the holiday entitlement for that year and the Agency Worker hereby authorises the Employment Business to take repayment of such monies by way of deduction from any final payment owed to the Agency Worker. If, following such deduction the Agency Worker owes further monies in respect of pay received for annual leave taken but not accrued at the time of Termination, the Agency Worker will repay such monies within 7 days of termination of these Terms.

8.1. The Agency Worker may be eligible for statutory sick pay (SSP) provided that s/he meets the relevant statutory criteria.

8.2. The Agency Worker must give the Employment Business evidence of incapacity to work, which may be by way of a self-certificate for the first 7 days of incapacity and a doctor’s certificate thereafter.

8.3. For the purposes of SSP there is one qualifying day per week during the course of an Assignment and that qualifying day shall be the Wednesday in every week.

8.4. If the Agency Worker submits a statement of fitness for work (“the Statement”) or similar medical evidence, which indicates that the Agency Worker may, subject to certain conditions, be fit to work/return to work, the Employment Business will in its absolute discretion determine whether the Agency Worker will be (a) placed in a new Assignment or (b) permitted to continue in an ongoing Assignment. In making such determination the Employment Business may consult with the Hirer and the Agency Worker as appropriate to assess whether the conditions identified in the Statement or similar documentation can be satisfied for the duration of the Assignment.

8.5. Where clause 8.4 applies, the Agency Worker’s placement in a new Assignment or continuation in an ongoing Assignment may be subject to the Agency Worker agreeing to a variation of the Terms or the assignment details set out in the Assignment Details Form to accommodate any conditions identified in the Statement or other similar medical evidence as is appropriate.

9. TERMINATION

9.1. Any of the Employment Business, the Agency Worker or the Hirer may terminate the Agency Worker’s Assignment at any time without prior notice or liability

9.2. The Agency Worker acknowledges that the continuation of an Assignment is subject to and conditioned by the continuation of the contract entered into between the Employment Business and the Hirer. If the contract between the Employment Business and the Hirer is terminated for any reason, the Assignment shall cease with immediate effect without liability to the Agency Worker (except for payment for hours worked by the Agency Worker up to the date of termination of the Assignment).

9.3. If the Agency Worker does not tell the Hirer or the Employment Business that they are unable to attend work during the course of an Assignment (as required in clause 4.3) this will be treated as termination of the Assignment by the Agency Worker in accordance with clause 9.1, unless the Agency Worker can show that exceptional circumstances prevented him or her from complying with clause 4.3.

9.4. If the Agency Worker is absent during an Assignment and the Assignment has not been otherwise terminated under clauses 9.1 or 9.3 above, the Employment Business will be entitled to terminate the Assignment in accordance with clause 9.1 if the work to which the Agency Worker was assigned is no longer available.

9.5. If the Agency Worker does not report to the Employment Business to notify his/her availability for work for a period of 3 weeks, this contract for services will automatically terminate and the Employment Business will forward his/her P45 to his/her last known address.

10. INTELLECTUAL PROPERTY RIGHTS

The Agency Worker acknowledges that all copyright, trademarks, patents and other intellectual property rights deriving from services carried out by him/her for the Hirer during the Assignment shall belong to the Hirer. Accordingly, the Agency Worker shall execute all such documents and do all such acts as the Employment Business shall from time to time require in order to give effect to its rights pursuant to this clause.

11. CONFIDENTIALITY

11.1 In order to protect the confidentiality and trade secrets of any Hirer and the Employment Business and without prejudice to every other duty to keep secret all information given to it or gained in confidence the Agency Worker agrees as follows:

11.1.1 not at any time, whether during or after an Assignment (unless expressly so authorised by the Hirer or the Employment Business as a necessary part of the performance of its duties) to disclose to any person or to make use of any of the trade secrets or the Confidential Information of the Hirer or the Employment Business with the exception of information already in the public domain;

11.1.2 to deliver up to the Hirer or the Employment Business (as directed) at the end of each Assignment all documents and other materials belonging to the Hirer (and all copies) which are in its possession including documents and other materials created by him/her during the course of the Assignment; and

11.1.3 not at any time to make any copy, abstract, summary or precis of the whole or any part of any document or other material belonging to the Hirer except when required to do so in the course of its duties under an Assignment in which event any such item shall belong to the Hirer or the Employment Business as appropriate.

12. DATA PROTECTION

The Agency Worker acknowledges that the Employment Business must process personal data about him/her in order to properly fulfil its obligations under these Terms and as otherwise required by law in relation to his/ her engagement in accordance with the Data Protection Laws. Such processing will principally be for personnel, administrative and payroll purposes.

13. SEVERABILITY

If any of the provisions of these Terms shall be determined by any competent authority to be unenforceable to any extent, such provision shall, to that extent, be severed from the remaining Terms, which shall continue to be valid to the fullest extent permitted by applicable laws.

14. NOTICES

All notices which are required to be given in accordance with these Terms shall be in writing and may be delivered personally or by first class prepaid post to the registered office of the party upon whom the notice is to be served or any other address that the party has notified the other party in writing, including by email. Any such notice shall be deemed to have been served: if by hand when delivered; if by first class post 48 hours following posting; and if by email, when that email is sent.

15. RIGHTS OF THIRD PARTIES

None of the provisions of these Terms are intended to be for the benefit of or enforceable by third parties and the operation of the Contracts (Rights of Third Parties) Act 1999 is excluded.

16. GOVERNING LAW AND JURISDICTION

These Terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of the Courts of England & Wales.

For the purpose of the definition of "Qualifying Period" in clause 1.1 of these Terms, when calculating whether any weeks completed with the Hirer count as continuous towards the Qualifying Period, where:

(a) the Agency Worker has started working during an assignment and there is a break, either between assignments or during an assignment, when the Agency Worker is not working;

(b) the break is:

(i) for any reason and not more than six Calendar Weeks;

(ii) wholly due to the fact that the Agency Worker is incapable of working in consequence of sickness or injury and the break is 28 Calendar Weeks or less; paragraph(iii) does not apply; and, if required to do so by the Employment Business, the Agency Worker has provided such written medical evidence as may reasonably be required;

(iii) related to pregnancy, childbirth or maternity and is at a time in a protected period, being a period beginning at the start of the pregnancy and ending at the end of the 26 weeks beginning with childbirth (being the birth of a living child or the birth of a child whether living or dead after 24 weeks of pregnancy) or, if earlier, when the Agency Worker returns to work;

(iv) wholly for the purpose of taking time off or leave, whether statutory or contractual, to which the Agency Worker is otherwise entitled which is:

i. ordinary, compulsory or additional maternity leave;

ii. ordinary or additional adoption leave;

iii. ordinary or additional paternity leave;

iv. time off or other leave not listed in paragraphs (iv)i, ii, or iii above; or

v. for more than one of the reasons listed in paragraphs (iv)i, ii, iii to iv above;

(v) wholly due to the fact that the Agency Worker is required to attend at any place in pursuance to being summoned for service as a juror and the break is 28 Calendar Weeks or less;

(vi) wholly due to a temporary cessation in the Hirer's requirement for any worker to be present at the establishment and work in a particular role for a pre-determined period of time according to the established custom and practices of the Hirer;

(vii) wholly due to a strike, lock-out or other industrial action at the Hirer's establishment; or

(viii) wholly due to more than one of the reasons listed in paragraphs (ii), (iii), (iv), (v), (vi) or (vii); and

(c) the Agency Worker returns to work in the same role with the Hirer, any weeks during which the Agency Worker worked for the Hirer before the break shall be carried forward and treated as counting towards the Qualifying Period with any weeks during which the Agency Worker works for the Hirer after the break. In addition, when calculating the number of weeks during which the Agency Worker has worked, where the Agency Worker has started working in a role during an Assignment and is unable to continue working for a reason described in paragraph (b)(iii) or (b)(iv)i., ii., or iii., for the period that is covered by one or more such reasons, the Agency Worker shall be deemed to be working in that role with the Hirer for the original intended duration or likely duration of the relevant Assignment, whichever is the longer. For the avoidance of doubt, time spent by the Agency Worker working during an assignment before 1 October 2011 does not count for the purposes of the definition of "Qualifying Period".

"Temporary Work Agency" means as defined in Regulation 4 of the AWR being a person engaged in the economic activity, public or private, whether or not operating for profit, and whether or not carrying on such activity in conjunction with others, of:

(a) supplying individuals to work temporarily for and under the supervision and direction of hirers; or

(b) paying for, or receiving or forwarding payment for, the services of individuals who are supplied to work temporarily for and under the supervision and direction of hirers.

Notwithstanding paragraph (b) of this definition a person is not a Temporary Work Agency if the person is engaged in the economic activity of paying for, or receiving or forwarding payments for, the services of individuals regardless of whether the individuals are supplied to work for hirers. For the purpose of this definition, a "hirer" means a person engaged in economic activity, public or private, whether or not operating for profit, to whom individuals are supplied, to work temporarily for and under the supervision and direction of that person.

48 Hour Opt Out Agreement

1. Definitions

1.1. In this Agreement the following definitions apply:

“Agency Worker” means the Agency Worker;

“Assignment” means the period during which the Agency Worker is supplied to provide services to the Client;

“Client” means the person, firm or corporate body using the services of the Agency Worker;

“Employment Business” means Robertson Recruitment Services Ltd, (registered company number 06922498) of Foxhall Lodge, Foxhall Road, Nottingham, NG7 6LH

“Working Week” means an average of 48 hours each week calculated over a 17- week reference period.

1.2. References to the singular include the plural and references to the masculine include the feminine and vice versa

1.3. The headings contained in this Agreement are for convenience only and do not affect their interpretation.

2. Restriction

The Working Time Regulations 1998 (as amended) provide that the Agency Worker shall not work on an Assignment with the Client in excess of the Working Week unless s/he agrees in writing that this limit should not apply.

3. Consent

The Agency Worker hereby agrees that the Working Week limit shall not apply to the Assignment. 

4. Withdrawal of Consent

4.1. The Agency 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 Agency 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 This Agreement is governed by the law of England & Wales and is subject to the exclusive jurisdiction of the Courts of England & Wales.

By signing below, you agree to the above declarations.

Personal Data

• Name
• Date of birth
• Contact details, including telephone number, email address, postal address and next of kin details 
• Experience, training and qualifications & CV
• National insurance number
• Bank details

[please note this list may not be exhaustive]

Sensitive Personal Data

• Disability/health condition relevant to the role
• Criminal conviction
• Nationality and Ethnic Origin
• Biometric data used to identify a person

[please note this list may not be exhaustive]

I consent to Robertson Recruitment Services Ltd processing the above personal data for the following purposes:

• For Robertson Recruitment Services Ltd to provide me with work-finding services.
• For Robertson Recruitment Services Ltd to process / transfer my personal data to their client(s) in order to provide me with work- finding services.
• For Robertson Recruitment Services Ltd to process my data on a computerised database in order to provide me with work-finding services.
• For Robertson Recruitment Services Ltd to process with or transfer my personal data to their third party supplier(s) in order to facilitate my employment or remuneration in connection with work finding services.
• For Robertson Recruitment Services Ltd to transfer my personal data to other recruitment companies/ agencies in the supply chain during the recruitment process, in order to provide me with work- finding services.
• For Robertson Recruitment Services Ltd to process my data using automated decision making processes.

I also consent to Robertson Recruitment Services Ltd processing my personal data with third parties for the purposes of internal audits and investigations carried out on Robertson Recruitment Services Ltd to ensure that Robertson Recruitment Services Ltd is complying with all relevant laws and obligations.

The consent I give to Robertson Recruitment Services Ltd will last for:

• 6 years if my application is successful.
• 2 years if my application is not successful.

I am aware that I have the right to withdraw my consent at any time by informing Robertson Recruitment Services Ltd that I wish to do so.

By signing this document, you agree to Robertson Recruitment GDPR policy.

Monitoring Equal Opportunities

Robertson Recruitment Services Ltd is committed to a policy of equal opportunities for all work seekers and shall adhere to such a policy at all times and will review on an on-going basis on all aspects of recruitment to avoid unlawful or undesirable discrimination. We will treat everyone equally irrespective of sex, sexual orientation, marital status, age, disability, race, colour, ethnic or national origin, religion, political beliefs or membership or non-membership of a Trade Union and we place an obligation upon all staff to respect and act in accordance with the policy.

Robertson Recruitment Services Ltd shall not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Robertson Recruitment Services Ltd will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualification and ability to perform the relevant duties required by the particular vacancy.

Robertson Recruitment Services Ltd operates an equal opportunity policy. To help us monitor the effectiveness of this policy you are requested to complete this form as part of your application.

Ethnic Category

The following categories are based on those used in the 2001 census as recommended by the EHRC. Please note the ethnic questions are not about nationality, place of birth or citizenship. UK citizens can belong to any of the ethnic categories indicated. Please tick the box below which best describes the ethnic category to which you belong.

Please state if you have any long-term physical or mental condition that affects your ability to carry out day-to-day activities. (Advice can be obtained from the EHRC 0845 604 6610).

Certain types of employment and professions are exempt from the Rehabilitation of Offenders Act 1974 and in those cases particularly where the employment is sought in relation to positions involving working with children or vulnerable adults, details for all criminal convictions must be given. The information given will be treated in the strictest of confidence and only taken into account where, in the reasonable opinion of Robertson Recruitment Services Ltd, the offence is relevant to the post to which you are applying. Failure to declare a conviction may require us to exclude you from our register or terminate an assignment if the offence is not declared but later comes to light.

In line with Home Office guidance on the prevention of illegal working you will be asked to provide a copy of your ID documentation as part of your RTW eligibility if you are to be engaged by Robertson Recruitment Services Ltd for temporary work.

Do you have full right to work in the UK?

Robertson Recruitment Services Ltd provide work- finding services to its clients and work seekers. We must process personal data (including sensitive personal data) so that we can provide these services – in doing so, we act as a data controller. This is why we ask for your personal data on this form. When we process your personal data we must do so in accordance with data protection laws. Those laws require us to give you a privacy statement to explain how we manage your personal data. Please copy the following link for Robertson Recruitment Services Ltd privacy policy directly into your browser: www.robertsonrecruitment.com/privacy-policy/ 

Candidate Declaration

I hereby, confirm that the information provided on this form together with any documents provided to Robertson Recruitment Services Ltd are accurate, truthful and up to date. I agree to my personal data being forwarded to clients, intermediaries, recruitment partners, payroll providers and IT providers.

I consent to references being passed onto potential employers. I consent to and authorise Robertson Recruitment Services Ltd to gain reference information from my previous employers to assist me in gaining future employment.

If, during the course of a temporary assignment, the Client wishes to employ me direct, I acknowledge that Robertson Recruitment Services Ltd will be entitled either to charge the client an introduction/transfer fee, or to agree an extension of the hiring period with the Client (after which I may be employed by the Client without further charge being applicable to the Client).

What is manual handling?

Manual handling can be described as the lifting, carrying, holding or pushing and pulling of any discrete object or load. This description covers a wide range of activities – not all of which occur in the workplace. We undertake manual handling training tasks at home too and safe manual handling techniques apply equally everywhere.

The load doesn’t have to be very large of heavy – if you have to lift something to, or lower something from a high shelf, for example, you will be stretching quite a bit, and the object doesn’t have to be very big to cause a problem!

Injuries can occur in several ways:

• heavy work

• awkward postures

• existing injury or condition

• repeated work

There are three steps we should take to reduce the risk of manual handling injury:

1. AVOID Does the object have to be moved? Can the task be completed without the object moving? Can it be moved later, when there are more people to help?

2. ASSESS Assess the task carefully, considering the:

● load itself (is it heavy or awkward to hold),

● task (the movement you need to undertake with the load)

● environment (the area you will be moving in)

3. REDUCE Seek to reduce the risks, perhaps by using lifting equipment, or enlisting the aid of a colleague to move the item with you.

Always THINK and assess before commencing a manual handling operation, ask yourself some of these questions:

● Can I avoid the need to lift, push, pull, carry or lower the load?

● Are there workplace precautions and a safe system already agreed?

● Can I use a handling aid and protective equipment?

● Do I need help from someone?

● Is there an easier and safer way of handling the load?

● What is the weight and centre of gravity of the load?

● What are the contents of the load, will they shift or are they harmful?

● Are there handles I can use to gain a good grip?

● What route will I take and is it clear?

At the start of a lifting operation try and relax the body and muscles before handling and try to avoid:

● Deep stooping postures with the feet parallel and the back bent – this will apply big forces on the low back and may overstretch muscles putting them at risk

● Squatting right down so that your legs are completely flexed – you will have to use a lot of effort to lift your body and the load and maintain a good balanced posture

Do try to:

● Grip the load securely or use the handles

● Raise the head as you lift to lock the back in an upright posture

● Put some smooth movement and momentum into operation Adopt a STABLE position

● A good stable posture is essential to protect your balance and yourself from risk of injury.

● Feet should be hip width apart with one foot slightly in front of the other, not parallel.

● This will provide a stable base to lift from safely.

● Ensure that clothing is not too tight and restricts free flowing movement.

Adopt a STABLE position

● A good stable posture is essential to protect your balance and yourself from risk of injury.

● Feet should be hip width apart with one foot slightly in front of the other, not parallel.

● This will provide a stable base to lift from safely.

● Ensure that clothing is not too tight and restricts free flowing movement.

At the point of lifting and while carrying the load, keep it close and tight into the body, with the heaviest side closest to the body. This will reduce the risk of injury from the load exerting forces on the back and muscles.

Avoid flexing the back once the load has been lifted. This could be as a result of the load being too heavy and a result of a wrong assessment. This flexing action places harmful forces on the structure of the back and muscles.

Avoid twisting while lifting, lowering, pushing and pulling the load at any height. Twisting places shearing forces on the structure of the back and can overload muscles increasing the risk of injury.

Attempt to keep the shoulders and trunk of the body parallel with the pelvis and hips, remembering this will reduce the risk of injury.

Attempt to use your feed to change direction when lifting and lowering and placing the load in its resting place.

Don’t lift or handle more than you can manage

As part of your assessment, you will know not to lift, lower, push or pull a load you cannot manage. To achieve an improved grip on the load and get the load close enough, try repositioning it to a better position. This can be done by lifting it onto its edge or breaking the operation into a series of smaller movements to get it into a good position to move.

Getting help is often a good solution but this has risks as well.

● The operation has been talked through with your partner(s)

● You are both aware that the weight of the load may not be shared evenly

● One person is in charge of the lift and coordinates the operation

● Both workers lift together by counting down ‘3-2-1 lift’

● The area is clear as one worker may be walking backwards

● You are aware that twisting of the low back can occur if both workers are facing the same direction

To make it easier to push or pull, ensure:

● That your feet are well away from the load

● That you walk no faster than a reasonable walking speed, this will stop you from becoming tired.

Moving a load over soft or uneven surfaces will require higher force. On an uneven surface, the force needed to start the load moving could increase to 10% of the load weight. The use of larger wheels can offset this value, however soft ground may increase the required force. For example a weight of 400kg would require a force of 40kg, which would need two or more persons to move safely.

There is no such thing as a safe weight limit for manual handling – it depends on the person, the shape of the load and environmental factors etc. However, the table above gives a rough guide to what is reasonable under normal conditions. NOTE: The larger figure is for an easily-held object close to the body – the smaller figure is for an awkward item or if the item is held away from the body. The weights also vary according to what height the lift will begin and end at – the lowest figure found at the heights used during the lift is the guideline comfortable lifting limit but everybody will be different.

Once again, reading this handbook won’t make you stronger or able to lift heavier weights! However, if you follow the principles described, you will significantly reduce your risk of manual handling injuries – at work, and at home. Keep this document safe somewhere, and refer to it if you are unsure. Above all, don’t be afraid to ask for help, if you think you need it – nobody will think the worse of you if you do.

For further manual handling information please visit https://www.hse.gov.uk/pubns/manlinde.htm 

Please can you answer the following questions by checking the right answer.

Do you suffer from any of the conditions below?

I certify that all the answers given above are true to the best of my knowledge and belief. The information I have supplied on this questionnaire will be held in confidence by the Robertson Recruitment team as part of my occupational health record. I understand that no medical details will be divulged without my permission to any person outside of Robertson Recruitment. Except for the need to share with Robertson Recruitment clients and suppliers as listed in their privacy policy for the purpose of sourcing work for me.

Please use the guidance below if needed

• Jobseeker’s Allowance • Employment and Support Allowance

• Incapacity Benefit

STATEMENT B: Since 6 April I have had another job but I do not have a P45. And/or since the 6 April I have received payments from any of the following:

• Jobseeker’s Allowance

• Employment and Support Allowance

• Incapacity Benefit

STATEMENT C: I have another job and/or I am in receipt of a State, workplace or private pension

• you lived in Northern Ireland when you started your course

• you lived in England or Wales and started your course before 1 September 2012

You have Plan 2 if: You lived in England or Wales and started your course on or after 1 September 2012.

You have Plan 4 if: You lived in Scotland and applied through the Students Award Agency Scotland (SAAS) when you started your course.

You have a postgraduate loan if any of the following apply:

• you lived in England and started your postgraduate master’s course on or after 1 August 2016

• you lived in Wales and started your postgraduate master’s course on or after 1 August 2017

• you lived in England or Wales and started your postgraduate doctoral course on or after 1 August 2018

• Holidays will be processed in line with your regular working days.

• Holiday entitlements are meant to provide workers with rest and a break from work therefore, ensure you use your holidays as time off and do not request for holidays to be paid out on top of working days.

• A holiday request form needs to be completed and submitted to Robertson Recruitment on admin@robertsonrecruitment.com giving a minimum of 2 weeks’ notice.

• All agency workers are entitled to the equivalent of 5.6 weeks holiday during each holiday year(Including bank holidays) calculated on a pro rata basis depending on the number of days and hours actually worked each week.

• All holiday entitlement must be taken during the course of the leave year and none may be carried forward.

• Please note you need to use your holidays between the 1st November- 31st October (unless your employment contract states different)

• You will be paid on a weekly basis in arrears.

• Money paid into your account by Friday close of play.

• Payslips can be accessed via your payroll portal.

• Sickness and lateness must be reported to your Robertson Recruitment contact before the shift starts with no exception.

• Office Number - 01158456550

• Emergency Number – Please contact your designated consultant for any emergencies.

• Please note that the service Robertson Recruitment Services Ltd offer to work seekers is free of charge.

• The Agency Worker shall receive payment for all hours worked regardless of whether the Recruitment Business has received payment from the Hirer for those hours.

• You can find out more about how we use your data from our ‘’Privacy Notice’’ which is available on our website https://www.robertsonrecruitment.com/privacy-policy/ 

● I confirm I have been provided and read the Key Information Document prior my engagement with Robertson Recruitment Services Ltd.

● I confirm that I have received, read, understood and agreed the Robertson Recruitment Services Ltd terms of engagement, prior to my registration.

● I agree to abide by Robertson Recruitment Services Ltd terms of engagement.

● I understand that I will receive my payment weekly in arrears, directly deposited into my bank account on Fridays by close of business.

● I understand the holiday year runs from the 1st November – 31st October. (Unless my employment contract states different) and all holiday entitlement must be taken during the course of the leave year and none may be carried forward.

● I understand the process in regards to reporting sickness.

● I understand that as part of the recruitment process, I may be provided with an additional employment contract if engaged via a Payroll Company at any time.

● I can confirm I authorize Robertson Recruitment to contact the references I have provided for the purpose of verifying my qualifications and experience. I understand that this information may be used as part of the hiring process.