Please read the following information and answer the 5 questions below:

Their names are Claire (age 12), Jo (age 9), Paul (age 3) and Jack (age 1).

Today he was making some fresh bread to make sandwiches.

He needs 300g of self-raising flour, 0.25g of fresh yeast and 150 ml of warm water.

The flour should always be sifted to ensure there are no lumps; john does not want to make lumpy bread!

All the ingredients are mixed together and kneaded for 20 minutes, the mix is then left to rise (Prove). It is stored in a small mixing bowl in a humid area.

After 45 minutes the mix is ready to be baked into bread!

Ready to make a perfect sandwich!!!

875

191

37

108

54

299

And

The nature of work being sought is: As per the role they are applying for or skilled in.

All work-seeking services provided by the Company to you will be provided in-line with this Agreement. By signing this Agreement, you agree to the Terms set out below. You should ensure you read and understand the Agreement before signing.  

1. The Company is to provide you with recruitment services; that is to say, the Company will act as an Agency as defined under the Employment Agencies Act 1973 and/or as an Employment Business as defined by the Conduct of Employment Agencies and Employment Businesses Regulations 2003.

2. You authorise the Company to seek work on your behalf.

3. In the event you no longer want the Company to provide you with work-finding services, you must provide 7 days’ notice in writing confirming this. The Company can terminate this Agreement with immediate effect.

4. This Agreement is not a guarantee that work will be found for you. No liability is accepted if work cannot be identified, nor is it guaranteed that any work found will be suitable for you.

5. This Agreement is for work-finding services only. This Agreement does not in any way constitute a contract for services or a contract of employment with the Company or any third-party.

6. You understand that when or if the Company finds you any work, your Working Terms, i.e. contract for services or contract of employment, could be with a third party. If your Working Terms are with a third party, the Company will not be your employer/engager.

7. You will cooperate with the Company’s reasonable requests in determining whether you will be subject to (or to a right of) supervision, direction or control in relation to the work you perform.

8. We will ensure that your Working Terms will include the following terms as a minimum:

8.1. Any work assignment may be terminated by either party without prior notice or liability.

8.2. You will receive at least the National Minimum Wage or National Living Wage for any work that you have undertaken. Further details of the hours, rate of pay you will receive, and payment due dates, will be provided in your Assignment Schedule when you are assigned a position.

8.3. You will be eligible to not less than the statutory holiday pay and leave entitlement (as appropriate).

8.4. You will be paid weekly in arrears, irrespective of whether our client has paid.

8.5. You will not at any time use or divulge to any person, firm or company, except in the proper course of your work duties, any confidential information identifying or relating to the Company, companies in its group, its clients or its suppliers, details of which are not in the public domain.

9. The Company will use your personal data, for the purpose of complying with any obligations, statutory or otherwise, that the Company may have and for the purpose of seeking work for you. This includes but is not limited to providing such information, including documents, to the Company’s clients, group companies, advisors or suppliers. All data will be used in-line with the General Data Protection Regulation; the Company’s privacy notice provides further information in relation to the Company using your personal data.

9.1 Your personal data, for the purposes of payroll and administration, when not undertaken internally maybe shared with a third party provider who will use your data to process pay.

10. If you do not want information about you to be held by the Company, you will provide the Company with written confirmation.

11. Relating to its subject matter, this Agreement constitutes the entire agreement between us and supersedes and extinguishes all previous agreements, promises, assurances, warranties, representations and understandings, whether written or oral, in relation to work-finding services.

12. This Agreement may not be varied, except by agreement by both parties in writing, which in the case of the Company is required to be by a statutory director.

13. This Agreement and any dispute or claim arising out of or in connection with it shall be governed by and construed in accordance with the law of England and Wales.

Further information can be found at Corr Recruitment LTD – www.corr-recruitment.co.uk/contact

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.

Corr Recruitment 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):

N/A

How often you will be paid:

Weekly

Expected or minimum rate of pay:

£10.42 (example)

Deductions from your pay required by law:

Tax and NI

Any other deductions or costs from your pay (to include amounts or how they are calculated):

Pension, subject to option taken

Any fees for goods or services:

No

Holiday entitlement and pay:

Standard 28 days - (Financial Year) - based on a Full Time Worker.

All holiday must be claimed within the Financial Year and subject to appropriate notice and approval.

Please plan your holiday accordingly, to ensure regular rest periods.

Additional benefits:

N/A

Example rate pay

£10.42 on 40hrs/week - Gross pay = £416.80

Deductions from your wage required by law

Tax - £35.00; NI - £20.98; Pension (optional) - £11.87

Any other deductions or costs from your wage

No

Any fees for goods or services

No

Example net take home pay

£348.95 Net Pay

https://www.corr-recruitment.co.uk/wp-content/uploads/2023/07/Worker-Handbook-June-2023.pdf

Many thanks

Payments will be made directly into your bank or building society account via BACS system.

Corr Recruitment provides 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 have asked for your personal data and consent on this form. When we process your personal data we must do so in accordance with data (General Data Protection Act 2018) protection laws. Those laws require us to give you a Privacy Statement (PS) to explain how we manager your personal data – please view our PS on our website at the footer: www.corr-recruitment.co.uk If no access, please request a copy.

I give my explicit consent for Corr Recruitment to collect, process and share data with relevant internal and external third parties in order to process my application, support my job search, conduct compliance auditing/quality processes, payroll services and meet all data protection legislation under GDPR guidelines. By signing this application, I am confirming all the information supplied and give my consent.

1 Statement of Regulation regarding 48-Hour Working Week

Regulation 4(1) of the Working Time Regulations 1998 provide that the working time of a worker including overtime shall not exceed an average of 48 hours for each (7) seven days, averaged normally over 17 weeks.

2 Agreement to Opt-Out

I agree to opt out of the 48-hour working time restriction. The Company and I agree not to apply the 48-hour maximum paragraph 3, subsections (a) and (b) below.

3 Termination of the Agreement to Opt-Out of the 48-Hour Working Week

(a) The Company or I may terminate this agreement to opt out of the 48-hour maximum working week at any time by giving not less than three months’ written notice to the other.

(b) The Company and I agree in the event that I exercise my right to terminate the agreement to opt-out of the 48-hour maximum working week:

• That I am paid only for the hours that I actually work

• That changes to my working arrangements may be necessary in order to accommodate the reduced working hours.

Please sign in the immediate box below your consent and/or print you name at the bottom.

Please list the last 3 Companies you have worked at and a contact name and number/email address?

(1) [Insert Employee’s name] of [insert address of Employee] (“the Employee” or “You” or “Your””) 

(2) Corr Recruitment LTD registered company no. 5679838, Unit 4, Ashfields Farm Industrial Estate, Priors Court Road, Hermitage, Thatcham, RG18 9XY ("the Company" or “We” or “Us”). 

1. DEFINITIONS AND INTERPRETATION 

1.1. In this Agreement the following definitions apply: 

“Actual Rate of Pay” means, unless and until You complete the Qualifying Period, the rate of pay which We will pay You for all time worked during an Assignment weekly in arrears, subject to Deductions and any Agreed Deductions, as set out in the relevant Assignment Details Form; 

“Actual QP Rate of Pay” means the rate of pay which We will pay You if and when You complete the Qualifying Period. Such rate will be paid for all time worked during an Assignment weekly in arrears, subject to Deductions and any Agreed Deductions, as set out in any variation to the relevant Assignment Details Form; 

“Agreed Deductions” means any deductions You have agreed We can make to Your pay;

“Assignment” means assignment services You must provide to the Client for the period of time during which We assign You to work temporarily for and under the supervision and direction of the Client; 

“Assignment Details Form” means written confirmation of the assignment details We will give You when You accept an Assignment; 

“AWR” means the Agency Workers Regulations 2010; 

"Calendar Week" means any period of seven days starting with the same day as the first day of the First Assignment; 

“Client” 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 You are assigned by the Vendor; 

“Client's Group” means (a) any individual, company, partnership, statutory body or other entity which from time to time Controls the Client, 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 Client, including (but not limited to) as a subsidiary or holding company as defined in section 1159 of the Companies Act 2006; 

“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 Client or Us or our business or affairs (including but not limited to this Agreement, 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 You or any third party in relation to the Assignment by the Client or Us or by a third party on behalf of the Client whether before or after the date of this Agreement 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 We may be required by law to make to Your pay and in particular in respect of PAYE income tax, national insurance contributions and pension; 

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

“First Assignment” means: 

• the relevant Assignment; or 
• if, prior to the relevant Assignment: 
• You have worked in any assignment in the same role with the relevant Client as the role in which You work in the relevant Assignment;
• and  the relevant Qualifying Period commenced in any such assignment,
• or that assignment (an assignment being (for the purpose of this defined term) a period of time during which You are supplied by one or more Temporary Work Agencies to the relevant Client to work temporarily for and under the supervision and direction of the relevant Client);   

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 this Agreement are for convenience only and do not affect their interpretation. 

“Hourly Rate” means the National Minimum Wage / National Living Wage in force at the times you have worked being the minimum gross rate of pay (subject to Deductions and any Agreed Deductions) that We reasonably expect to achieve, for all hours worked by You; 

“Leave Year” means the period during which the Employee accrues and may take statutory leave commencing on 5th of April and ending on 4th of April of the following calendar year.

“Qualifying Period” means 12 continuous Calendar Weeks during the whole or part of which You are supplied by one or more Temporary Work Agencies to the relevant Client to work temporarily for and under the supervision and direction of the relevant Client in the same role, and as further defined in the Schedule to this Agreement; 

“Relevant Period” means whichever ends the later of (a) the period of 8 weeks commencing on the day after the last day on which You worked for the Client having been supplied by Us; or (b) the period of 14 weeks commencing on the first day on which You worked for the Client having been supplied by Us 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; 

"Surplus Hours" means any hours worked on Assignment each week over and above the maximum hours guaranteed to You by the Vendor in their terms of engagement; 

“Temporary Work Agency” means as defined in the Schedule to this Agreement; 

“Type of Work” means [insert the type of work you expect to supply the Employee into]; 

“Vendor” means the employment business who also employs You and assigns you to Clients for a guaranteed maximum number of hours each week; and 

“WTR” means the Working Time Regulations 1998. 

2. THE AGREEMENT 

2.1. We are giving You this Agreement to comply with section 1 of the Employment Rights Act 1996. For each Assignment We will also give you an Assignment Details Form, which together with this Agreement forms Your contract of employment between You and the Company. If there is any conflict between the terms of this Agreement and any relevant Assignment Details Form, the terms of the relevant Assignment Details Form will take precedence. 

2.2. Any prior agreements or arrangements (written or oral, express or implied) between You and the Company relating to or arising out of Your employment are hereby cancelled and superseded by this Agreement. 

2.3. Any reference, express or implied, to an enactment within this Agreement 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 this Agreement) and all subordinate legislation made (before or after this Agreement) under it from time to time. 

2.4. No variation or alteration to this Agreement shall be valid unless the details of such variation are agreed between You and the Company and set out in writing and we give You a copy of the varied terms stating the date on or after which such varied terms shall apply.

2.5. We act as an employment business (as defined in Section 13(3) of the Employment Agencies Act 1973 when supplying You for Assignments with Clients. 

3. COMMENCEMENT AND DURATION OF EMPLOYMENT 

3.1. You will be engaged under a contract of employment and Your employment under this Agreement will begin on the start date of Your First Assignment as specified in the first relevant Assignment Details Form and will continue unless and until terminated in accordance with the notice provisions at clause 14 (Notice to Terminate Employment) below. The first three months of Your employment will be a probationary period. 

3.2. Your period of continuous employment with the Company will begin on the date Your employment begins as set out in clause 3.1 above and no other previous period of work with the Company or any third party counts towards Your continuous employment. 

4. JOB TITLE AND DUTIES 

4.1. Your job title will be confirmed in each Assignment Details Form. 

4.2. Your normal duties will entail You being assigned to various Clients of the Company. The Company does not employ You for more than the maximum of sixteen hours per week. 

4.3. As soon as possible prior to the start of each Assignment and during each Assignment (as appropriate) and at any time at our request, You undertake to: 4.3.1. inform Us of any Calendar Weeks prior to the start date of the relevant Assignment and/or during the relevant Assignment in which You have worked in the same or a similar role with the relevant Client through the Vendor or any third party and which You believe count or may count toward the Qualifying Period; and 

4.3.2. provide Us 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 Us; and 

4.3.3. inform Us if You have, before starting the relevant Assignment and/or during the relevant Assignment, carried out work which could be deemed to count towards the Qualifying Period for the relevant Assignment in accordance with Regulation 9 of the AWR because You have: 

4.3.3.1. completed two or more assignments with the Client; 

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

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

4.4. We will take reasonable steps to find You suitable work with Clients

4.5. If We are not able to assign You to Clients for any period of time, You agree that You will remain contactable by telephone so that We can offer You suitable work as soon as it becomes available. Subject to clause 6 (Other Employment), for the avoidance of doubt You are not prohibited from taking up other work under any other contract or arrangement with third parties, nor are You required to ask our permission to do so. However, for operational reasons You must keep Us informed of when You are and are not available to accept an Assignment from Us. You must contact Us as a minimum once every seven days to notify Us of Your continued availability to undertake Assignments. You must notify Us immediately if You are not available to undertake Assignments at any time during the period of this Agreement and You must comply fully with any notification requirements specified by Us in this regard. Failure to notify Us of You’re continued availability or unavailability shall constitute a disciplinary offence and any such failure may result in the termination of Your employment with immediate effect as set out in clause 14.4 below. 

4.6. While You are on Assignment with Clients You shall: 4.6.1. co-operate with the Client's and Vendor's staff and accept the direction, supervision and instruction of any responsible person in the Client's organization; 

4.6.2. follow any of the Client's rules and regulations, including without limitation those regarding health and safety, to which Your attention has been drawn; 

4.6.3. not engage in any conduct detrimental to our interests and/or the Client which includes any conduct which could bring Us and/or the Client into disrepute and/or which results in the loss of custom or business by either Us or the Client; 

4.6.4. not commit any act or omission constituting unlawful discrimination against or harassment of any member of the Client's, the Vendor's or Our staff; 

4.6.5. not at any time divulge to any person, nor use for Your own or any other person’s benefit, any Confidential Information relating to the Client’s or the Vendor's or Our employees, business affairs, transactions or finances; 

4.6.6. comply strictly with the Data Protection Laws and shall not do or permit to be done anything which might cause Us or the Client to breach any Data Protection Laws; and 

4.6.7. when You finish an Assignment or at any time when requested by the Client or Us, return to the Client or where appropriate, to the Vendor or to Us, any Client property or items provided to You 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. 

5. HOURS OF WORK 

5.1. Whilst on Assignment, You will be required to work such hours as are set out in the relevant Assignment Details Form and in any event the normal hours of work required by the Client.

5.2. You may be offered overtime in addition to your normal hours of work. If this is the case it will be stated in the relevant Assignment Details Form and You will receive additional payment for such overtime hours worked.  

5.3. Subject to any amendments made to Your basic working and employment conditions during the term of this Agreement in compliance with Regulation 5 of the AWR, time spent travelling to and from the premises of the Company or its Clients (apart from time spent travelling between two or more premises of the Client), lunch breaks and other rest breaks and periods during which We are not able to offer you any Assignments shall not count as part of Your working time for the purpose of the WTR.

5.4. If You are 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 preferential to rights and entitlements relating to the same under the WTR, any such terms and conditions and the date from which they commence will be as set out in the relevant Assignment Details Form or any amendments to that form.  

6. OTHER EMPLOYMENT 

6.1. You acknowledge that you will be employed by the Vendor for the hours over first sixteen hours on Assignment each week.

6.2. During each and every Assignment, You must devote the whole of Your time, attention and abilities during Your Surplus Hours of work to Your duties for Us. If during the course of this Agreement, You accept other work under any other contract or arrangement with any other party You must ensure that You continue to comply with the terms of this Agreement, including but not limited to, clause 17.1 (Confidentiality).  

7. INFORMATION TO BE PROVIDED 

7.1. At the same time as We offer You an Assignment, We will give You an Assignment Details Form setting out the following:

7.1.1. the identity of the Client, and if applicable the nature of their business;

7.1.2. the date the Assignment is to start and how long the Assignment will last or is expected to last; 7.1.3. the Type of Work, location and hours during which You would be required to work;  

For the purposes of the Conduct Regulations: 

7.1.4. the Actual Rate of Pay or Actual QP Rate of Pay (as appropriate) that We will pay You and any expenses payable by or to You;

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

7.1.6. what experience, training, qualifications and any authorisation required by law or a professional body the Client considers necessary or which are required by law to work in the Assignment.

7.1.7. any other paid leave such as maternity, paternity or adoption leave; 7.1.8. the details of pension entitlements and pensions schemes; and

7.1.9. any other benefits.

7.2. Where such information is not given in paper form or by electronic means it shall be confirmed by such means by the end of the third business day (excluding Saturday, Sunday and any Public or Bank Holiday) following except where:

7.2.1. We offer You an Assignment in the same position as one in which You have previously worked within the previous 5 business days and We already gave You has not changed; or 7.2.2. subject to clause

7.3, the Assignment is intended to last for 5 consecutive business days or less and the information we already gave You has not changed, We need only to give You written confirmation of the identity of the Client and how long We expect the Assignment to last.

7.3. Where the provisions of clause

7.2.2 are met but the Assignment extends beyond the intended 5 consecutive business day period, We shall provide such information set out in clause 7.1 to You in paper or electronic form within 8 days of the start of the Assignment.

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

7.5. If You have 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 You are 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, We will set out such terms and conditions in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form (as appropriate).  

For the purposes of Section 1 of the Employment Rights Act: 

8. LOCATION OF WORK 

You will be required to work for Clients at various locations within your reasonable commutable area. We will give You the exact address of each Assignment in the relevant Assignment Details Form. For the avoidance of doubt, We regard total daily commuting time of under 3 hours to be reasonable. Unless otherwise agreed in writing We will not pay You for the time it takes to travel to work.

9. PAY 

9.1. During periods when You are carrying out Assignments for Clients, We will pay You the Hourly Rate. We will tell You the exact amount of pay (the Actual Rate of Pay) for any particular Assignment in the relevant Assignment Details Form.

9.2. If and when You complete the Qualifying Period We will pay You:

9.2.1. the Actual QP Rate of Pay; and

9.2.2. the Emoluments (if any),

9.3. Subject to any statutory entitlement under the relevant legislation referred to in clauses 11 (Annual Leave) and 12 (Absences and Sick Pay) and any other statutory entitlement, You will not be entitled to be paid during rest periods, lunch breaks, time spent travelling to and from work and during periods when You are not working on an Assignment (including periods when We have been unable to find You an Assignment or You have chosen not to accept any Assignment offered to You).

9.4. We will pay You weekly in arrears by credit transfer on Fridays. You must give us Your timesheets in time, otherwise there may be a delay in paying You.

9.5. Your pay and any Minimum Pay is subject to any Agreed Deductions and any deductions which the Company 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, Class 1 National Insurance Contributions and employee pension contribution (where relevant).

9.6. Subject to compliance with Regulation 12 of the Conduct Regulations We reserve the right in our absolute discretion to deduct from Your pay any sums which You may owe Us including, without limitation, any overpayments (whether made as a result of our mistake or as a result of Your submission of an incorrect (including fraudulent) timesheet) or loans made to You by Us or losses suffered by Us as a result of Your negligence or breach of our rules or this Agreement. which will be notified on a per Assignment basis and as set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form.  

10. TIMESHEETS 

10.1. 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) You shall deliver to Us 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 Client.

10.2. Subject to the provisions of clause 10.3, We will pay You for all hours worked regardless of whether We have received payment from the Client.

10.3. If You do not give us a timesheet signed by the Client We shall, in a timely fashion, conduct further investigations into the hours claimed by You and the reasons that the Client has refused to sign a timesheet in respect of those hours. This may delay any payment due to You. We will not pay You for hours claimed but not worked. If You claim for hours not worked You may be subject to our disciplinary procedure.  

11. ANNUAL LEAVE

11.1. Subject to clause11.2 You are entitled to paid annual leave according to the statutory minimum entitlement under the WTR. The current statutory entitlement to paid annual leave under the WTR is 5.6 weeks.

11.2. Under the AWR, on completion of the Qualifying Period You may be entitled to paid or unpaid annual leave in addition to Your entitlement to paid annual leave under the WTR and in accordance with clause 11.1. If this is the case, We will tell You in the relevant Assignment Details Form how much additional paid or unpaid leave You are entitled to, when You are entitled to the additional leave and how much annual leave pay You will be entitled to.

11.3. You must take Your 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, You may not carry over any annual leave to the next year. You are responsible for ensuring that You request all the paid annual leave You are entitled to and that You take it during the relevant Leave Year.

11.4. You must take Your holiday during periods when You are not rostered to work. Unless stated otherwise in the Assignment Details Form, if You wish to take paid annual leave You should request such annual leave in writing from Us, setting out the dates of Your intended absence providing notice of 1 day for the leave period up to 5 days and a week for the leave period over 5 days. We may accept or decline Your request depending on the operational requirements of the Client for whom You are carrying out an Assignment. If You book annual leave, We may give You a counter-notice to postpone or reduce the amount of annual leave that You wish to take and, unless stated otherwise in the Assignment Details Form.  

12. NOTIFICATION OF ABSENCES AND SICK PAY

 12.1. If You are cannot attend work for any reason and We have not previously authorised Your absence, You must tell Us that You are absent, and why on each working day of absence. Once You have been absent for a total of 7 days including weekends You must provide Us with a medical certificate or statement of fitness for work on the eighth day of sickness or injury if Your absence is medically related. After that, You must give Us medical certificates or statements of fitness for work to cover any continued medical related absence. If, on a medical certificate or statement of fitness for work, Your doctor recommends any adjustments to Your duties, hours or working conditions to facilitate a return to work, You must co-operate with Us regarding the possible implementation of such changes, notwithstanding the fact that the advice on a statement of fitness for work is not binding on Us.

12.2. Immediately following Your return to work after a period of absence which has not previously been authorised by Us, You are required to complete a self-certification form (irrespective of whether You have a medical certificate or statement of fitness for work to cover part or all of the period of absence) stating the dates of and the reason for Your absence, including details of sickness on non-working days as this information is required by Us for calculating statutory sick pay entitlement. We will keep self-certification forms in our records.

12.3. If You are absent from work due to sickness or injury and comply with the requirements of this clause, We will pay You Statutory Sick Pay in accordance with the provisions of the Social Security Contributions & Benefits Act 1992. For statutory sick pay purposes Your qualifying days are Monday to Friday.

12.4. We may at our sole discretion make payments in addition to statutory sick pay.  

13. PENSION 

13.1. As at the date of this Agreement, there is no pension scheme in force in relation to Your employment, but We will comply with our obligations under the Pensions Act 2008.

13.2. We may vary this clause in order to comply with any statutory obligations We may have in the future under the Pensions Act 2008 or any subsequent or equivalent legislation.  

14. NOTICE TO TERMINATE EMPLOYMENT 

14.1. If We wish to terminate Your employment, We will give You the following notice in writing: 14.1.1. one week’s notice if You have been continuously employed for one month or more but less than two years; followed by

14.1.2. one week’s notice for each completed year of continuous service up to a maximum of 12 weeks’ notice after 12 years’ continuous service. 14.2. Subject to clause 14.3, if You want to terminate Your employment, You must give Us one weeks’ notice in writing.

14.3. If You have been employed for less than one month no notice is required from either party to terminate Your employment under this Agreement.

14.4. If You are found to have committed an act of gross misconduct We will be entitled to terminate Your employment without notice or pay in lieu of notice.  

15. DISCIPLINARY AND GRIEVANCE PROCEDURES ,

15.1. Details regarding our grievance, disciplinary and dismissal procedures are annexed to this Agreement (Appendix 1). However such procedures are non-contractual.

15.2. We expressly reserve the right to suspend You from employment pending investigation and any further action in relation to any disciplinary or related matters, for such period as We consider appropriate or until any disciplinary process has been completed.

15.3. If, either before or during the course of an Assignment, You become aware of any reason why You may not be suitable for an Assignment, You shall notify Us without delay. A failure to notify Us under this clause shall constitute a disciplinary offence.  

16. EXPENSES 

16.1. We will reimburse You all expenses properly incurred by You in the proper performance of Your duties, provided that You seek prior authorisation to incur those expenses and provide Us with such receipts or other evidence of actual payment of such expenses as We may reasonably require.

16.2. We will not usually reimburse You for travelling expenses incurred to and from the Client’s premises.  

17. CONFIDENTIALITY 

17.1. You must not disclose any trade secrets or other information of a confidential nature relating to our business or any of the Clients or any of their business associates or in respect of which We or any of the Clients owes an obligation of confidence to any third party either during or after Your employment except in the proper course of Your employment or as required by law.

17.2. You must not remove any documents or tangible items which belong to Us or the Clients which contain any Confidential Information from either our premises or a Client’s premises at any time without proper advance authorisation.

17.3. If We request it, on the termination of Your employment, You must return all property belonging to Us or any of the Clients or any of their business associates including without limitation all documents and tangible items including those which contain or refer to any Confidential Information and which are in Your possession or under Your control.  

18. HEALTH AND SAFETY AT WORK 

18.1. We will take all reasonably practicable steps to ensure Your health, safety and welfare while at work.

18.2. During every Assignment You will 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 on the Assignment and comply with the health and safety policies and procedures of the Client.

19. DATA PROTECTION You acknowledge that We must process personal data about You in order to properly fulfil its obligations under this Agreement and as otherwise required by law in relation to Your employment in accordance with the Data Protection Laws. Such processing will principally be for personnel, administrative and payroll purposes.

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

21. RIGHTS OF THIRD PARTIES None of the provisions of this Agreement 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.  

22. NOTICES

All notices which are required to be given in accordance with this Agreement 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.  

23. JURISDICTION AND GOVERNING LAW 

This Agreement shall be governed and interpreted in all respects by English law and the parties irrevocably submit to the non-exclusive jurisdiction of the Courts of England and Wales. The parties to this Agreement have read understood and agree to be bound by its terms.  

For the purpose of the definition of “Qualifying Period” in clause 1 of this Agreement, when calculating whether any weeks completed with the Client count as continuous towards the Qualifying Period, where: 

 (a) You have started working during an assignment and there is a break, either between assignments or during an assignment, when You are not working;

(b) the break is: (i) for any reason and not more than six Calendar Weeks;

(ii) wholly due to the fact that You are 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 Us, You have 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 You return to work;

(iv) wholly for the purpose of taking time off or leave, whether statutory or contractual, to which You are 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 You are 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 Client’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 Client; 

(vii) wholly due to a strike, lock-out or other industrial action at the Client’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) You return to work in the same role with the Client, 

any weeks during which You worked for the Client before the break shall be carried forward and treated as counting towards the Qualifying Period with any weeks during which You work for the Client after the break. In addition, when calculating the number of weeks during which You have worked, where You have started working in a role during an Assignment and are 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, You shall be deemed to be working in that role with the Client for the original intended duration or likely duration of the relevant Assignment, whichever is the longer. For the avoidance of doubt, time spent by You 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. 

APPENDIX 1 – Disciplinary/dismissal and grievance procedure 

1. GENERAL PRINCIPLES

The following general principles will apply to the disciplinary/dismissal and grievance procedures .

We retain discretion in respect of the capability procedures to take account of your length of service and to vary the procedures accordingly. If you have a short amount of service, you may not be in receipt of any warnings before dismissal.

Each step and action will be taken without unreasonable delay• The Company will investigate to establish the facts of the case and will inform You. • Whenever You are invited by Us to attend a meeting, You must take all reasonable steps to attend. • You will be permitted to be accompanied at any formal meeting. • Timing and location of meetings will be reasonable. • Meetings will be conducted in a manner that enables both You and Us to explain our case before a decision is made. • For appeal hearings We will as far as reasonably practicable, be represented by a more senior manager than attended the first meeting (unless the most senior manager attended that meeting). • Whenever You or We are required to send each other a statement a copy will suffice if the original is not available.  

2. DISMISSAL AND DISCIPLINARY PROCEDURES 

These Dismissal and Disciplinary procedures are designed to help and encourage all employees to achieve and maintain standards of conduct, attendance and job performance. The standard disciplinary procedure is set out below.

The standard procedure will be used when We contemplate dismissing or taking formal disciplinary action against You such as that set out in paragraph 2.3 below.  

2.1. Disciplinary Procedure 

Step 1 Following an investigation We will set out in writing Your alleged conduct or characteristics, or other circumstances, which lead Us to contemplate dismissing or taking disciplinary action against You. We will send the statement or a copy of it to You and invite You to attend a meeting to discuss the matter. 

Step 2 (1) The meeting will take place before any action is taken, except in the case where the disciplinary action consists of a suspension on full pay. 

(2) The meeting must not take place unless: 

- We have informed You of the ground or grounds for contemplating disciplinary action or dismissal in the form of a written statement 

- You have had a reasonable opportunity to consider Your response to that information 

(3) You shall be informed of Your right to be accompanied at the meeting. 

(4) After the meeting, We will inform You in writing of its decision and notify You of the right to appeal against the decision if You are not satisfied with it. 

Step 3 (1) If You do wish to appeal, You must inform Us within 5 working days of Your grounds of appeal, and on doing so We will invite You to attend a further meeting. 

(2) The appeal meeting may not take place before the dismissal or disciplinary action takes effect but will be arranged within a reasonable period of time. 

(3) After the appeal meeting, We will inform You of its final decision. 

2.2. General points 

2.2.1. We may suspend You with or without pay while an investigation takes place. Such a suspension will be reviewed as soon as possible and will not normally 

Unauthorised use or disclosure of confidential information or business matters relating to Us, the Clients, temporary workers or applicants. exceed ten working days. 

2.2.2. You have the right to be accompanied by a work colleague of Your choice during any disciplinary or grievance meetings but if Your companion is unable to attend any such meeting You may suggest an alternative date, provided it is within five working days of the original date. 

2.2.3. You will not be dismissed for a first breach of discipline except in the case of gross misconduct (when the penalty may be dismissal without either notice or payment in lieu of notice). 

2.2.4. Misconduct will generally fall into two categories, namely “general” misconduct (in respect of which the general disciplinary procedure described below applies) and “gross” misconduct, which is of so serious a nature that it justifies instant dismissal for a first offence. Listed below are examples of which would normally be considered to be either general misconduct or gross misconduct. However, it should be recognised that neither list can be regarded as complete to meet every case, and also that action described as general misconduct may amount to and be treated as gross misconduct if the circumstances or the manner of the misconduct are such as to warrant serious disciplinary action. These lists should be regarded therefore as being illustrative rather than exhaustive. 

Examples of “gross” misconduct 

Summary dismissal (dismissal without notice or pay in lieu of notice) may be necessary in cases of gross misconduct. For guidance, the following are examples of the offences which may be regarded as gross misconduct and will normally result in summary dismissal. It is emphasised that this is not an exhaustive list: 

• Breach of the Data Protection Laws; 

• Acts of violence, including physical assault; unlawful discrimination; drunkenness; taking of non-prescribed drugs in such a way as to impair the ability to carry out work; conduct of any kind which endangers the health and safety of others. 

• A criminal offence committed at work other than a minor road traffic offence committed in the course of the employment, or an offence committed outside work which is incompatible with the employee remaining in employment.

• Falsification of information or references on appointment.

• Falsification of a timesheet.  

• Unauthorised absence or gross negligence in the performance of duties.

• Acceptance of any bribe, secret profit or unauthorised commission.

• Any conduct tending to bring Us, any of the Clients or You into disrepute or which results in the loss of custom of a client, temporary worker or applicant or a loss of business.

• Working for or assisting a competitor of ours or any of our clients or seeking to establish a business which is likely to compete with Us or any of the Clients or divulging confidential information concerning Us and our business or that of the Clients.

• Refusal to obey a lawful instruction in connection with the employment, including the refusal of a suitable assignment offered by Us.

• Failure to notify Us of You’re availability or unavailability to undertake assignments.

• Poor job performance.

• Poor time-keeping.  

Examples of “general” misconduct 

The following may be regarded as reasons for disciplinary action in that they deviate from accepted standards and constitute general misconduct. Your first offence will usually result in a verbal or written warning as appropriate. Repetition of offences following a warning could lead to a written warning or a final written warning as appropriate. Thereafter any repetition will result in dismissal. It is again emphasised that this is not an exhaustive list: 

• Failure to comply with any other conditions under the contract of employment.

• Unseemly or disruptive conduct. 

2.3 Disciplinary Action 

The following represents the disciplinary action that may be taken in cases of misconduct or unsatisfactory performance. The disciplinary and dismissal procedure may be implemented at any stage if the seriousness or repetitive nature of Your misconduct or unsatisfactory performance warrants such action: 

STAGE 1 – INFORMAL ACTION: ORAL WARNING 

If Your conduct or performance is unsatisfactory, You will be given an informal oral warning. However this will be recorded in writing on Your personnel file. The warning will be disregarded after 6 months’ satisfactory service. 

STAGE 2 – FORMAL WRITTEN WARNING 

If the offence is serious, or if there is no improvement in standards after informal action has been taken in cases of minor misconduct or unsatisfactory performance or there has been further misconduct within 6 months of any informal action, a written warning will be given. This written warning will include the reason for the warning and a note that, if there is no improvement after a specified period, a final written warning will be given. A copy of the written warning will be given to You and a copy will be placed on Your personnel file. The warning will be disregarded after 6 months satisfactory service. 

STAGE 3 – FORMAL FINAL WRITTEN WARNING 

If following a written warning, conduct or performance remains unsatisfactory, or if a serious incident occurs, a final written warning will be given making it clear that any recurrence of the offence or other serious misconduct within a specified period will result in dismissal. A copy of the written warning will be given to You and a copy will be placed on Your personnel file. The warning will then be disregarded after 12 months satisfactory service. 

STAGE 4 – DISMISSAL 

If there is no satisfactory improvement or if further serious misconduct occurs within 12 months, You may be dismissed either with or without notice or payment in lieu of notice. 

3. GRIEVANCE PROCEDURE 

This procedure should be used if You have a grievance or complaint about Your work or about those You work with. Where possible You should try to raise the matter informally in the first instance. 

Step 1 You must set out Your grievance in writing and send this statement to the Company.

Step 2 We will invite You to attend a meeting to discuss Your grievance.  

The meeting must not take place unless: 

- You have informed Us of the basis for the grievance set out in the statement under step 1

- We have had a reasonable opportunity to consider its response to that information  

After the meeting We will inform You of its decision, and We will notify You of Your right to appeal if You are not satisfied with it. 

Step 3 If You do wish to appeal, You must inform Us within 5 working days of Your grounds of appeal, and if You do so We will invite You to attend a further meeting. After the appeal meeting, We will inform You of our final decision.

Introducing Engage Dual

We are trading brand of 3Sixty Talent Management, a recruitment agency that manages the employment, placement and payments for thousands of temporary workers every week

Corr Recruitment have chosen to partner with us because; -

• We have years of experience working within the recruitment industry

• Our infrastructure, systems, technology and partnerships provide excellent services and support to Temporary Workers

• We understand how important it is for Temporary Workers to be paid accurately and on time!

• Our focus on your employment, payments and benefits means Corr Recruitment can focus on finding you the best possible assignments that match your skills 

A winning combination!

Dual Benefits

o Full employment

o Enhanced take home pay 

o Your own personal secure online portal, accessible 24/7/365 for; 

• Payslips 
• Contracts 
• Communications 

 o Dragon Perks - instant cashback with thousands of retailers plus lotto draws

 o Exclusive and direct access to a panel of; 

•  Mortgage brokers 
• Life Insurance specialists 
• Public Liability Insurance brokers 
• Pension Planners 
• Investment Planners 
• Private Healthcare specialists 

o Counselling services

o Wellbeing health checks

o Trilogy banking – discounted banking for members

o HR specialists

o Employment tax specialists

o Dedicated employee helpline  

Registration:

In order to register for the Dual benefits, Corr Recruitment will need to share the following personal data (including sensitive data) with 3Sixty Talent Management.

Name

Email Address

NI Number – or proof of application

Gender

Nationality

DOB

Address

Bank details

Tax information

Job role

Proof of Right to Work

Contract Type/ hours

Tel/Mob

Payroll number

Pension Information

Rate of pay

Start/End date

Weekly hours worked  

Our call Centre staff will then contact you directly to confirm your registration, your personal details and the terms of your employment. Should you wish to discuss anything with us beforehand please do not hesitate to contact our dedicated customer service team on 0333 311 0661 or email: Customerservice@Engagedual.com.