SECTION A - KEY INFORMATION DOCUMENT ‒ PAYE

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. 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 7215 5000 or through the ACAS helpline on 0300 123 1100, Monday to Friday, 8am to 6pm

General Information

Name of employment business:                                                                                                                                            KH Training Ltd.

Your employer (if different from the employment business):                                                                                 Not Applicable.

Type of contract you will be engaged under:                                                                                                                  Contract for services.

Who will be responsible for paying you (if different from your employer):                                                       KH Training Ltd.

How often you will be paid:                                                                                                                                                      Weekly.

Expected or minimum rate of pay:                                                                                                                                       No less than national minimum wage.

Deductions from your pay required by law:                                                                                                                     Deductions required by law; e.g. PAYE tax, employee NI contributions, employee pension contributions (i.e. auto enrolment).

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:                                                                                                                                                  The statutory minimum annual leave entitlement of 28 days per annum, inclusive of bank holidays, to be paid as leave taken. For part time workers it will be pro-rated accordingly.

Additional benefits:                                                                                                                                                                     Access to collective facilities provided by a hirer on day one of an assignment.

Representative example of your pay

Example pay rate:                                                                                                                              NMW (currently £11.44) x 40 hours is £457.60

Deductions from your wage required by law:                                                                                Income tax:                                                       £39.60

                                                                                                                                                                              National Insurance:                                      £21.56

                                                                                                                                                                              Auto Enrolment Pension:                            £16.88

Any other deductions or costs from your wage:                                                                                                                                                          None.

Any fees for goods or services:                                                                                                                                                                                            None.

Example net take home pay:                                                                                                                                                                                               £379.56 

SECTION B - CRIMINAL RECORD DISCLOSURE

Additionally, you are not required to declare any information about ‘protected’ offences – (offences to which the filtering rules apply). If you are unsure as to whether a conviction is unspent/spent or protected (filtered) you can contact organisations such as NACRO or Unlock for further information.

If you wish to be put forward for/if any role is identified which may be suitable for you but which is exempt from the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020), meaning that you are required to disclose spent convictions, we will ask you to complete an additional criminal disclosure form. You are not required to complete that additional form if you do not wish to be put forward for that type of work. 

We will seek to put forward/supply the best possible candidates to our Clients. Having a criminal conviction will not necessarily exclude you from the process.

The information given will be treated in the strictest of confidence and only taken into account where, in our reasonable opinion, 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 if the offence is not declared but later comes to light. If you are working in an assignment with a Client at the time that we are made aware of a conviction that have not disclosed to us, we may be legally required to inform our Client of that information and your assignment may be terminated. 

SECTION C - GENERAL HEALTH ASSESSMENT

We want to ensure that we provide work finding services to all work seekers fairly and equally.

These general health questions gives us information which helps us to:-

• Advise on any adjustments to your work or workplace which may be necessary to ensure that any health condition you may have is not made worse by work.
• Identify any medical condition which could pose a safety risk to you, your colleagues or the general public.
• Check that you are not particularly vulnerable to any potential hazards that your job may contain.

SECTION D - GENERAL HEALTH ASSESSMENT / SHIFT WORKING

This section is about your previous experience with shifts.

SECTION E - 48 HOUR OPT OUT AGREEMENT

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

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

1.3. In this Agreement the following definitions apply:

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

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

"Employment Business” KH Training Limited (registered company no. 11494974 [trading as Know How Resourcing] of Francis House, George Mann Rd, Hunslet, Leeds LS10 1DJ; and

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

"Worker" Means (Your Name - Please enter your Full name below)

The Agency Worker hereby agrees that:

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.

4.1. The Agency Worker may end this Agreement by giving the Employment Business 1 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.      

Personal Data

• Name.
• Date of Birth.
• Contact details, including telephone numbers, email address and postal address.
• Experience, training and qualification.
• CV.
• National Insurance Number.

Special Categories of personal data

• Disability/health condition relevant to the role.
• Criminal conviction.

I consent to the Company processing the above personal data for the following purposes:

• For the Company to provide me with work-finding services.
• For the Company to process/transfer my personal data with their Client/s in order to provide me with work-finding services.
• For the Company to process my data on a computerised database provided by Recruso Ltd. in order to provide me with ford-finding services.
• For the Company to process my data using automated decision-making processes.

I also consent to the Company processing my personal data with third parties including any other organisation for the purposes of internal audits and investigations carried on the Company to ensure that the Company is complying with all relevant laws and obligations.

The consent I give to the Company will last for 3 years.

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

SECTION F - PAYROLL

HMRC - Starter Checklist

Instructions for employees

As a new employee your employer needs the information on this form before your first payday to tell HMRC about you and help them use the correct tax code. Fill in this form then give it to your employer. Do not send this form to HMRC. It’s important that you choose the correct statement. If you do not choose the correct statement you may pay too much or too little tax. For help filling in this form watch our short youtube video, go to www.youtube.com/hmrcgovuk

Employee statement

Do not choose this statement if you’re in receipt of a State, Works or Private Pension.

Choose this statement if the following applies.

• This is my first job since 6 April and since the 6 April I’ve not received payments from any of the following:
•      Jobseeker’s Allowance
•      Employment and Support Allowance
•      Incapacity Benefit

Do not choose this statement if you’re in receipt of a State, Works or Private Pension.

Choose this statement if the following applies.

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

Choose this statement if:

• you have another job and/or
• you’re in receipt of a State, Works or Private Pension
  

• You do not have any Student or Postgraduate Loans
• You’re still studying full-time on a course that your Student Loan relates to
• You completed or left your full-time course after the start of the current tax year, which started on 6 April
• You’re already making regular direct debit repayments from your bank, as agreed with the Student Loans Company

You have Plan 1 if any of the following apply:

• 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 a Plan 2 if:

• You lived in England or Wales and started your course on or after 1 September 2012.

You have a 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

For more information about the type of loan you have, go to www.gov.uk/sign-in-to-manage-your-student-loan-balance

I confirm that the information I’ve given on this form is correct


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”  KH Training Limited (registered company no. 11494974 [trading as Know How Resourcing] of Francis House, Quayside Business Park, George Mann Road, LEEDS. LS10 1DJ;

“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 £12.21 per hour (£10.00 per hour for under 21) being the minimum gross rate of pay that the Employment Business reasonably expects to achieve, for all hours worked by the Agency Worker;

"Irregular Hours Worker" means a worker whose paid hours of work in relation to a leave year in each pay period during the term of their contract in that year is, under the terms of their contract, wholly or mostly variable as defined under Regulation 15F (1)a WTR 1998

“Leave Year” means the period during which the Agency Worker accrues and may take statutory leave commencing on the date that the Agency Worker starts an Assignment or a series of Assignments;

"Part Year Worker" means a worker who in relation to a leave year, under the terms of their contract, is required to work only part of that year and there are periods within that year (during the term of the contract) of at least a week which they are not required to work and for which they are not paid as defined under Regulation 15F (1) b WTR 1998

“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;

"Rolled Up Holiday Pay" Pay due to a worker in respect of leave to which the worker is entitled which must be paid at the same time as a worker’s remuneration for work in accordance with Regulations 16A,16(1) and 15B of WTR 1998.

“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;

“Type of Work” means temporary General Operative, Factory Operative, Production Operative, Warehouse Operative, General Office Work.

“WTR” means the Working Time Regulations 1998

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 whilst on an assignment the Agency Worker’s hours of work under this contract will at all times be wholly or mostly variable in accordance with the definition of an Irregular Hours worker under the WTR 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 as 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 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.

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. 

7.1. Subject to clause 7.3, 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. The Agency Worker does not accrue annual leave when he/she is not on an assignment and on the termination of each assignment, the Agency Worker will be paid his/her accrued entitlement to leave during the assignment with his/her final pay from each assignment. Payment of accrued entitlement to annual leave will be reflected on the Agency Worker’s final payslip on the termination of each assignment.

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. The Agency Worker must take all annual leave during the Leave Year in which it accrues and, except as may be set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form, the Agency Worker may not carry any annual leave forward to the next year. The Agency Worker is responsible for ensuring that they request and take all paid annual leave within the Leave Year.

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 twice the length of the period of annual leave that 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 amount of annual leave they have accrued whilst on the assignment. This will be based on 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, provided the Agency has not opted to pay Rolled Up Holiday Pay.

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. 

9.1. 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 4 weeks, this contract for services will automatically terminate and the Employment Business will forward his/her P45 to his/her last known address. 

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. 

11.1. 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 précis 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.  

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.  

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.  

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. 

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. 

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

SCHEDULE: “QUALIFYING PERIOD” AND “TEMPORARY WORK AGENCY”

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. 

Welcome to Know How Resourcing. We are delighted you have chosen to work for us.

Our aim is to help you to find temporary work opportunities and to support you while you are on assignment with one of our Clients.

We have created this guide to provide you with information you may need whist working for us. There may be specific requirements you need to follow with the Client you are placed with and these will be confirmed at the time of your assignment.

In addition to this handbook, please read your Terms of engagement (Contract for Services) and Assignment Details Form. If you have any questions, please speak with us.

Your Assignment/s

You are engaged as an Agency Worker for Know How Resourcing. This means that you may undertake temporary assignments at a number of different workplaces on varying shifts. Once we have identified and agreed a suitable position with you, we will inform you of the Client, the location, the nature of their business, your start date, the likely duration of the work; the type of work, shift hours; the pay rate, and any relevant health and safety risks and controls you need to be aware of.

Shifts and Client requirements can sometimes be unpredictable so we will ensure we remain in contact with you and will confirm any changes as soon as we can.

Your Responsibilities

• Be on time and ready to start work. If you are going to be late please call us.
• Conduct and present yourself in an appropriate and professional manner.
• Be aware of the working environment for your safety and that of others.
• Work as directed by the Client - follow requests, instructions, procedures, standards, and rules of the Client.
• Keep information confidential relating to the customer, their business, their staff, or their procedures.
• Inform Know How Resourcing of any relevant change in circumstances, such as name, address, phone number/s, health, etc.

Absence / Lateness

If you are unable to attend work, or you are going to be late for work inform us at least an hour before your shift start time and we will contact the Client. Failure to notify us of your absence could result in the termination of your assignment. For absence due to sickness, subject to qualifying criteria, you may be entitled to statutory sick pay (SSP).

Smoking

Smoking is only permitted in designated areas. Check the smoking policy at the Client you are working for and follow it.

Drugs & Alcohol

Under no circumstances are alcohol or non-prescription drugs allowed in any workplace. Do not attend work under the influence of alcohol or drugs. If you are taking any medication or prescribed drugs which may affect your performance at work, please inform Know How Resourcing and the Client.

Mobile Phones & Devices

Please ensure your mobile phone is kept in your bag or pocket during your assignment and you must not use it during working hours unless on a break. If a Client requires you do store your mobile devices securely away from your work area, you must do this.

Emails / Internet

If you have access to the internet at work as part of your duties, you should not use this for personal email or internet use. This includes Facebook, Twitter, or any other social media sites.

Health & Safety and Your Responsibilities

The Client is responsible for maintaining a safe working environment and safe working practices. All workers are entitled to the protection at work, but you are responsible for following all safety rules, not endangering yourself or anyone else. It is not possible to prepare safety rules that cover all the differing assignments; however, we expect you to act in a sensible manner and to obey the following general instructions:

• You must comply with the Client's health and safety at work policy and observe rules and regulations to which your attention has been drawn or which you might reasonably be expected to know.
• You are required to take all reasonable steps to safeguard your own health and safety and that of any other person who may be present or be affected by your actions or your omissions.
• If asked to use unfamiliar equipment or lift heavy objects or do anything you are not sure about, please ask your supervisor or manager for advice.
• If you do not understand a workplace safety / instruction / warning sign, ask your supervisor or manager at once.
• If pregnant or recently having given birth, you must inform Know How Resourcing who will advise the Client to take into account any special requirements. 
• You must inform Know How Resourcing if you feel you have any medical condition which may affect your ability to complete any part of the job role you are being asked to do.

Accident Reporting

• If you are involved in an accident at work, you need to inform the nearest First Aider or your Supervisor.
• All accidents or near miss (a near miss is where you nearly had an accident), must be reported to the First Aider or Supervisor
• Please inform Know How Resourcing as soon as possible of any accidents or near miss.
• All workers must co-operate fully in any accident investigation.
• Do not leave site following an accident unless you have reported the incident to a First Aider or Supervisor.

Eligibility to Work in the UK

We work closely with the Home Office and adhere to their requirements. All candidates registering with Know How Resourcing will be asked to provide documentation to prove right to work. If Know How Resourcing believe the document to be invalid or fraudulent, or right to work expires for any reason, we retain the right to put any assignment offer on hold or to terminate an assignment until the correct documentation has been provided.

Pay

• Your rate of pay will be confirmed to you at the time of confirming your assignment and on the assignment details form.
• Your rate of pay may vary depending on the Client you work for and the job roles you accept.
• You will be paid for the time you attend your assignment - non-working days, travel and breaks are unpaid unless otherwise agreed with the Client.
• You will need to ensure you follow the Clients process relating to hours capture e.g., time Sheet / swipe cards / clock in etc.
• We adhere to the National Minimum Wage and National Living Wage regulations; you will never be paid below the relevant rate for your age.
• You will be paid into your bank account by midday each Friday for the duration of your assignment and your wages are paid one week in arrears e.g. You work Monday 4th Jan to Sunday 10th Jan; you will receive payment for these hours on Friday 15th Jan.
• All wages must be paid directly into your named bank account. No other payment methods are available.
• Income Tax and National Insurance contributions will be deducted as per legislation, along with any other applicable legal deductions such as pension contributions.

Holidays

• The holiday leave year will run from the day you commence your 1st assignment and each anniversary thereafter.
• You are entitled to up to 5.6 weeks paid holiday per year. Depending on the Client you are working for, your entitlement may increase in line with Agency Worker Regulations 2010.
• Holiday entitlement is pro-rata based on the proportion of the leave year you have worked.
• You will accrue holiday hours in proportion to the hours that you work.
• Your holiday pay is calculated and paid at the average pay rate and average hours worked per day in the previous 52 weeks worked.
• You must take your holiday days as time away from work and you cannot be paid instead of taking holiday.
• Untaken holiday may not be carried forward to the next leave year with the exception of the holiday accrued in the last payroll week, which we will automatically roll over to the next holiday year.
• Bank Holidays are unpaid unless booked as holidays.
• It is your responsibility to manage your holiday entitlement.
• To book paid leave during an Assignment notify you Know How Resourcing Consultant of the dates of your intended absence giving least twice the length of the period of annual leave that s/he wishes to take by submitting a Holiday Booking Form
• Approval of holiday is solely at Company discretion.
• Holiday can only be booked for days normally worked and in units of a day or half day.
• Your available holiday entitlement can be requested from Know How Resourcing.
• There may be a requirement to follow an alternative holiday process specific to the Client you are working for - this will be communicated to you if required.

Pay slips / P45 / P60

• Pay slips are sent to the email address given during the registration process. If you do not receive your pay slip, please inform Know How Resourcing. Pay slips are sent weekly on Thursday’s 5pm.
• P45 can be requested from Know How Resourcing. It will be sent to the email address provided. A P45 can only be generated once all pay due has been processed.
• P60 will be sent annually by email.

Equal Opportunity, Harassment and Discrimination

Know How Resourcing is committed to equality of opportunity. We do not tolerate harassment or discrimination on grounds of race, colour, religion or belief, nationality, ethnic origin, sex, age, sexual orientation, gender reassignment, disability, marital status, pregnancy and maternity, trade union membership, hours of employment, family responsibilities or any other personal characteristic. Please advise Know How Resourcing if you feel you have been harassed or discriminated against.

Disputes and Disagreements

Know How Resourcing aims to resolve any complaints fairly and promptly.

Most issues can be resolved verbally. If your grievance has not been resolved to your satisfaction, please address it in writing to the Know How Resourcing Branch Manager. The Know How Resourcing Complaints Procedure is available on request. 

Your Data and GDPR

In order to provide you with work we must process personal information, the way we use your information is governed by the General Data Protection Regulations (GDPR). For more details on the type of information we store, how we may use your data and who we are obliged to share your data with, please refer to your Contract for Services.

Frequently Asked Questions (FAQs)

• What is the Tax Office contact number? Telephone Number is 0300 200 3300. Remember to quote your National Insurance Number
• How do I get a National Insurance Number? You will need to telephone Job Centre Plus on Tel 0845 600 0643 to arrange to get one. Lines are usually open 8.00 am to 6.00 pm Monday to Friday. They may require you to attend an 'Evidence of identity' interview.
• Who do I contact if I have a query with my pay? Contact Know How Resourcing.
• What are the contact numbers I need? Leeds Office 0113 277 6661, Bradford Office 01274 733717. Between 5pm and 8am Monday to Friday and on weekends, calls are diverted to mobile for absence and sickness reporting only.

Tackling Modern Slavery

Know How Resourcing  is committed to acting transparently, Ethically and with integrity in all our business dealings and relationships, and to implementing and enforcing effective systems and controls to ensure modern slavery is not taking place anywhere in our own business or in any of our supply chains.

Manual handling causes over a third of all workplace injuries. These include work-related musculoskeletal disorders (MSDs) such as pain and injuries to arms, legs and joints, and repetitive strain injuries of various sorts.

The term manual handling covers a wide variety of activities including lifting, lowering, pushing, pulling, and carrying. If any of these tasks are not carried out appropriately there is a risk of injury.

The illustration below shows guidelines for what is safe to lift BUT every person is different. Only lift within your own limits.

Do not struggle to lift something – ask for help.

This guide covers two area.

• Lifting
• Pushing and Pulling

If you have any questions after reading this guide, please raise them with your Know How Resourcing Representative.

1. THINK

• Is it safe to lift?
• Do I need help?
• Where am I taking this object?
• Is the route clear?
• Can I use manual handling aids? 

• Face the object.
• Keep your feet shoulder width apart.
• One leg slightly forward to maintain balance.
• Avoid tight clothing as it can restrict movement. 

• Bend your knees, not your waist.
• Keep your arms and elbows tucked in.
• Get a good grip of the load.
• Lift using the power in your legs.
• Avoid Stooping or Squatting.

• Keep the load close to your body and at waist height.

• If you need to turn, use your feet rather than twisting the back.
• Avoid leaning sideways. 
  

• Look ahead, not down at the load once it has been held securely.



• The load should not be jerked or snatched as this can make it harder to keep control and can increase the risk of injury.

• Put down, then adjust.
• If precise positioning of the load is necessary, put it down first, then slide it into the desired position.

PUSHING AND PULLING

When pushing or pulling a load, the Health and Safety Executive provides the following guidance:

• Use a manual handling aid with a handle height that is between shoulder and waist height.
• Before using a manual handing aid check that it is in good working condition – report it to the supervisor or manager if it is faulty.
• As a guide, the amount of force that needs to be applied to move a load over a flat surface is at least 2% of the load weight. For example, if the load is 400kg, then the force needs to be 8kg.
• The force for pushing or pulling will be greater over imperfect conditions.
• Always try to push rather than pull where possible.
• Ensure you can see where you are going.
• When negotiating a slope or ramp, get help from another worker.
• To make it easier to push or pull, keep your feet away from the load and move no faster than walking speed.

Please complete the following assessment on your own and without assistance. If this causes you any issues please contact our office to discuss.

K N H A R M 

7 2 1 5 9 6 

6 5 4 7 9 7 

6 4 1 3 2 1 

1 2 3 4 5 6 

3:45pm

8:20pm

10:45pm

9:30am

In a conversation which reply would be more appropriate answer:-

When do you study?

Are you free on Tuesday?

At 6pm I started to get angry with him because he was late ...................

I can't find my keys anywhere, I ................... have left them at work.

I really enjoyed stories that are ................... in the distant future.                

Sarah seemed to take ................... at my comments on her work.

DN: 9196595

Bin: G12-O1P

BIN: G12-01P DN:9196595

303334                   303334

9097 11.45            9097 11 45 

212-778-1212        212-778-2121

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