As part of our recruitment process, we collect and process personal data relating to job applicants. We are committed to being transparent about how we collect and use your data to meet our data protection obligations.

What information do we collect?

We collect a range of information about you. This includes;   

• your name, address and contact details, including email address and telephone number; bank details;
• details of your qualifications, skills, experience and employment history;
• information about your current level of remuneration, including benefit entitlements;
• medical details including whether you have a disability for which we need to make reasonable adjustments during the recruitment process;

We collect this information via our online registration pack.

We may also collect personal data about you from third parties for reference purposes. We will seek this information only once a job offer has been made and accepted.

Data will be stored in a range of different places, including on your application record in our restricted recruitment CRM.

Why do we process personal data?

We need to process data to complete our recruitment process.

We have legitimate interest in processing personal data during the recruitment process and for keeping records of the process. Processing data from job applicants allows us to manage the recruitment process, assess and confirm your suitability for employment and decide to whom to offer a job. We also need to process data from you to respond to and defend against legal claims.

We may process health information if we need to make reasonable adjustments to the recruitment process for you.

We will keep and use your data to match suitability for other potential opportunities (current and future) other than for which you have applied. You are free to withdraw your consent at any time by contacting add email.

Who has access to data?

Your information will be only shared internally for the purposes of the recruitment exercise. This includes the hiring managers, recruitment team and interviewers involved in the recruitment process.

We will not transfer your data outside the UK.

How do we protect your data?

We take the security of your data seriously. We have internal policies and controls in place to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and is not accessed except by our employees in the proper performance of their duties.

For how long do we keep your data?

If your application for employment is unsuccessful, we will hold your data on file until the end of the recruitment process for the role you have applied for and 15 months thereafter to assess your suitability against similar roles. At the end of this period or once you withdraw your consent, your data will be deleted.

If your application for employment is successful, personal data gathered during the recruitment process will be transferred to your personnel file and retained during your employment.The periods for which your data will be held will be provided to you in a new privacy notice.

Your rights

As a data subject, you have a number of rights. You can:

• access and obtain a copy of your data on request;
• require us to change incorrect or incomplete data;
• require us to delete or stop processing your data, for example where the data is no longer necessary for the purposes of processing;
• object to the processing of your data where we rely on legitimate interests as the legal ground for processing; and
• ask us to stop processing data for a period if data is inaccurate or there is a dispute about whether your interests override our legitimate grounds for processing data.

You can make a subject access request by emailing add email.

If you believe that we have not complied with your data protection rights, you can complain to the Information Commissioner (https://ico.org.uk/global/contact-us/). 

Introduction

Purpose

The organisation is committed to being transparent about how it collects and uses the personal data of its workforce, and to meeting its data protection obligations. This policy sets out the organisation’s commitment to data protection, and individual rights and obligations in relation to personal data.

This policy applies to the personal data of job applicants, employees, workers, contractors, volunteers, interns, apprentices and former employees, referred to as HR-related personal data. This policy does not apply to the personal data of clients or other personal data processed for business purposes.

The organisation has appointed Brad Peet as the person with responsibility for data protection compliance within the organisation. They can be contacted at operations@wearebx2.co.uk. Questions about this policy, or requests for further information, should be directed to them.

Definitions

“Personal data” is any information that relates to a living individual who can be identified from that information. Processing is any use that is made of data, including collecting, storing, amending, disclosing or destroying it.

“Special categories of personal data” means information about an individual’s racial or ethnic origin, political opinions, religious or philosophical beliefs, trade union membership, health, sex life or sexual orientation and genetic and biometric data.

“Criminal records data” means information about an individual’s criminal convictions and offences, and information relating to criminal allegations and proceedings.

Data protection principles

The organisation processes HR-related personal data in accordance with the following data protection principles:

• The organisation processes personal data lawfully, fairly and in a transparent manner.
• The organisation collects personal data only for specified, explicit and legitimate purposes.
• The organisation processes personal data only where it is adequate, relevant and limited to what is necessary for the purposes of processing.
• The organisation keeps accurate personal data and takes all reasonable steps to ensure that inaccurate personal data is rectified or deleted without delay.
• The organisation keeps personal data only for the period necessary for processing.
• The organisation adopts appropriate measures to make sure that personal data is secure, and protected against unauthorised or unlawful processing, and accidental loss, destruction or damage

The organisation tells individuals the reasons for processing their personal data, how it uses such data and the legal basis for processing in its privacy notices. It will not process personal data of individuals for other reasons. If the organisation wants to start processing HR-related data for other reasons, individuals will be informed of this before any processing begins.

HR-related data will not be shared with third parties, except as set out in privacy notices. Where the organisation relies on its legitimate interests as the basis for processing data, it will carry out an assessment to ensure that those interests are not overridden by the rights and freedoms of individuals.

The organisation will update HR-related personal data promptly if an individual advises that their information has changed or is inaccurate.

Personal data gathered during the [employment, worker, contractor or volunteer relationship, or apprenticeship or internship] is held in the individual’s personnel file (in hard copy or electronic format, or both), and on HR systems. The periods for which the organisation holds HR-related personal data are contained in its privacy notices to individuals.

The organisation keeps a record of its processing activities in respect of HR-related personal data in accordance with the requirements of the UK GDPR.

Individual rights

As a data subject, individuals have a number of rights in relation to their personal data.

Subject access requests

Individuals have the right to make a subject access request. If an individual makes a subject access request, the organisation will tell them:

• whether their data is processed and if so why, the categories of personal data concerned and the source of the data if it is not collected from the individual;
• to whom their data is or may be disclosed, including to recipients located outside the UK and the safeguards that apply to such transfers;
• for how long their personal data is stored (or how that period is decided);
• their rights to rectification or erasure of data, or to restrict or object to processing;
• their right to complain to the Information Commissioner if they think the organisation has failed to comply with their data protection rights; and
• whether the organisation carries out automated decision-making and the logic involved in any such decision-making.

The organisation will also provide the individual with a copy of the personal data undergoing processing. This will normally be in electronic form if the individual has made a request electronically, unless they agree otherwise.

[If the individual wants additional copies, the organisation will charge a fee, which will be based on the administrative cost to the organisation of providing the additional copies.] To make a subject access request, the individual should send the request to [email address].

In some cases, the organisation may need to ask for proof of identification before the request can be processed. The organisation will inform the individual if it needs to verify their identity and the documents it requires.

The organisation will normally respond to a request within a period of one month from the date it is received. In some cases, such as where the request is complex, it may respond within three months of the date the request is received. The organisation will write to the individual within one month of receiving the original request to tell them if this is the case.

If a subject access request is manifestly unfounded or excessive, the organisation is not obliged to comply with it. Alternatively, the organisation can agree to respond but will charge a fee, which will be based on the administrative cost of responding to the request. A subject access request is likely to be manifestly unfounded if it is made with the intention of harassing the organisation or causing disruption, or excessive where it repeats a request to which the organisation has already responded. If an individual submits a request that is unfounded or excessive, the organisation will notify them that this is the case and whether it will respond to it.

Other rights

Individuals have a number of other rights in relation to their personal data. They can require the organisation to:

• rectify inaccurate data;
• stop processing or erase data that is no longer necessary for the purposes of processing;
• stop processing or erase data if the individual’s interests override the organisation’s legitimate grounds for processing data (where the organisation relies on its legitimate interests as a reason for processing data);
• stop processing or erase data if processing is unlawful; and
• stop processing data for a period if data is inaccurate or if there is a dispute about whether the individual’s interests override the organisation’s legitimate grounds for processing data.

To ask the organisation to take any of these steps, the individual should send the request to operations@wearebx2.co.uk.

Data security

The organisation takes the security of HR-related personal data seriously. The organisation has internal policies and controls in place to protect personal data against loss, accidental destruction, misuse or disclosure, and to ensure that data is not accessed, except by employees in the proper performance of their duties.

Where the organisation engages third parties to process personal data on its behalf, such parties do so on the basis of written instructions, are under a duty of confidentiality and are obliged to implement appropriate technical and organisational measures to ensure the security of data.

Data breaches

If the organisation discovers that there has been a breach of HR-related personal data that poses a risk to the rights and freedoms of individuals, it will report it to the Information Commissioner within 72 hours of discovery. The organisation will record all data breaches regardless of their effect. If the breach is likely to result in a high risk to the rights and freedoms of individuals, it will tell affected individuals that there has been a breach and provide them with information about its likely consequences and the mitigation measures it has taken.

International data transfers

The organisation will not transfer HR-related personal data to countries outside the UK.

Individual responsibilities

Individuals are responsible for helping the organisation keep their personal data up to date. Individuals should let the organisation know if data provided to the organisation changes, for example if an individual moves house or changes bank details.

Individuals may have access to the personal data of other individuals [and of our customers and clients] in the course of their [employment, contract, volunteer period, internship or apprenticeship]. Where this is the case, the organisation relies on individuals to help meet its data protection obligations to staff [and to customers and clients].

Individuals who have access to personal data are required:

• to access only data that they have authority to access and only for authorised purposes;
• not to disclose data except to individuals (whether inside or outside the organisation) who have appropriate authorisation;
• to keep data secure (for example by complying with rules on access to premises, computer access, including password protection, and secure file storage and destruction);
• not to remove personal data, or devices containing or that can be used to access personal data, from the organisation’s premises without adopting appropriate security measures (such as encryption or password protection) to secure the data and the device;
• not to store personal data on local drives or on personal devices that are used for work purposes; and to report data breaches of which they become aware to [name of individual/the data protection officer] immediately.

Failing to observe these requirements may amount to a disciplinary offence, which will be dealt with under the organisation’s disciplinary procedure. Significant or deliberate breaches of this policy, such as accessing employee or customer data without authorisation or a legitimate reason to do so, may constitute gross misconduct and could lead to dismissal without notice.

Training

The organisation will provide training to all individuals about their data protection responsibilities as part of the induction process and at regular intervals thereafter. Individuals whose roles require regular access to personal data, or who are responsible for implementing this policy or responding to subject access requests under this policy, will receive additional training to help them understand their duties and how to comply with them.

To agree to both policies, please input your full name below:

Have you ever suffered from any of the following? 

Visual defects/eye conditions (inc colour blindness) Hearing defects / ear conditions / discharge? 

1 Definitions

• 1.1 In this agreement the following definitions apply;
  • “Assignment” means the period during which the worker is engaged to render services to the client;
  • “Client” means the person, firm or corporate body engaging the services of the worker;
  • “Employment business” means We Are BX2 Limited of 16 Falcon Enterprise Centre, Oldham, OL9 0HB;
  • “Temporary worker” means the worker signing this agreement;
  • “Working week” means an average of 48hrs each week, calculated over a 17 week reference period.
• 1.2 References to the singular include the plural and references to the masculine include the feminine and vice versa.
• 1.3 The headings contained in this agreement are for the convenience only and do not affect their interpretation.

2 Restriction

• 2.1 The working time regulations 1998 provide that the temporary worker shall not work on an assignment with the client in excess of the working week unless s/he agrees in writing that this limit should not apply.

3 Consent

• 3.1 The temporary worker hereby agrees that the working week limit shall not apply to the assignment.

4 Withdrawal of consent

• 4.1 The temporary worker may end this agreement by giving the employment business 3 months notice in writing.
• 4.2 For the avoidance of doubt, any notice bringing this agreement to an end shall not be construed as termination by the temporary worker of an assignment with a client.
• 4.3 Upon the expiry of the notice period set out in clause 4.1 the working week limit shall apply with immediate effect. 5 The Law 5.1 These terms are governed by the law of England and are subject to the exclusive jurisdiction of the Court of England. 

To agree, please enter your full name and signature below:

We Are BX2 Ltd incorporated and registered in England and Wales with company number 14791879 whose registered office is at Bank House 71 Dale Street, Milnrow, Rochdale, England, OL16 3NJ (the “Company”)

And Candidate completing and signing this registration (the “Candidate” or “you”).

The Company has been asked by you to seek work on your behalf. The nature of work being sought is Production or Warehouse.

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. TERMS OF AGREEMENT

2. 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.

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

4. 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.

5. The Company can terminate this Agreement with immediate effect.

6. 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.

7. 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.

8. 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.

9. 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.

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

11. Any work assignment may be terminated by either party by providing 7 days’ notice

12. 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.

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

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

15. 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.

16. 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 statement provides further information in relation to the Company using your personal data.

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

18. 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.

19. 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.

20. 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.

21. By signing, you are acknowledging that you agree to and accept the terms of this Agreement.

Further information can be found from We Are BX2 Ltd.

The Employment Agency Standards (EAS) Inspectorate is the government authority responsible for the enforcement of certain agency worker rights. You can raise a concern with them directly on 020 4566 5333   or through the Acas helpline on 0300 123 1100, Monday to Friday, 8am to 6pm.

GENERAL INFORMATION

Name of employment business: We Are BX2 Ltd

Name of Employer: LCM Labour Ltd

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

Who will be responsible for paying you: LCM Labour Ltd

How often you will be paid: You will be paid weekly in arrears

Expected or minimum rate of pay: You will be paid at least the National Minimum Wage or National Living Wage:

• 21 and over: £11.44
• 18-20: £8.60
• 16-17: £6.40
• Apprentice: £6.40

Deductions from your pay required by law: Income Tax, National Insurance.

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

Any fees for goods or services: Not applicable

Holiday entitlement and pay: 5.6 weeks of paid holiday each year, calculated on a pro-rata basis, according to the hours you work

Additional benefits: Access to various lifestyle benefits, to include:

• 24/7 GP
• Health Advice
• Care Support
• Personal helpline
• Discount Outlet

EXAMPLE PAY

Example rate of pay: 37.5 hours x £11.44 = £429 weekly

Deductions from your wage required by law:

• £34.36 Income Tax
• £14.98 National Insurance
• Any other deductions or costs from your wage: £15.45 Pension employee contribution
• Any fees for goods or services: Not applicable
• Example net take home pay: £364.21
• *Based on 1257L W1 Tax code 

Important: This contract constitutes the written statement of particulars of your engagement as a worker as required by section 1 of the Employment Rights Act 1996. This is a legally binding document between us. Read it carefully and let us know if there is anything you disagree with or you do not understand. This contract establishes legal rights and obligations for both of us.

This contract is agreed between:

A. LCM Labour Ltd (Company No. 13622057) of 227 Roundhay Road, Leeds, England, LS8 4HS, and

B. The worker completing this registration form (“You”)

Agreed terms

1. LCM Labour Ltd engages with and supplies workers who have the requisite skills to its clients (“the Contractor Services”).

2. You have the skills, abilities, licenses and clearances necessary to provide services to LCM Labour Ltd’s clients for the onward supply by LCM Labour Ltd’s clients to their customers (the “Services”).

3. You agree that where You accept the offer of work by LCM Labour Ltd (an “Assignment”), enabling LCM Labour Ltd to provide Contractor Services to its clients, such provision for services shall constitute a separate and distinctive engagement under this Contract for Services. Unless varied or amended or otherwise agreed between You and LCM Labour Ltd (whether verbally or otherwise) in accordance with the specific provisions of this Contract, these terms and conditions shall apply for each Assignment.

4. You agree that where You provide the Services to LCM Labour Ltd in the furtherance of the provision of the Contractor Services then the terms and conditions in this agreement will apply (“the Contract”).

The Services

5. LCM Labour Ltd is not obliged to offer any work to You at any time and You are not obliged to accept any work at any time. The offer of work by LCM Labour Ltd does not in any way oblige LCM Labour Ltd to offer further work or prevent LCM Labour Ltd from withdrawing work already offered. The acceptance of any work by You does not oblige You to accept any further work or prevent You from withdrawing from work already accepted whether it is before, during or after any particular period of work.

6. The fact that LCM Labour Ltd has offered You work, or offers You work more than once, shall not confer any legal rights on You and, in particular, should not be regarded as establishing an entitlement to regular work.

7. The precise description and nature of Your Services to LCM Labour Ltd may be varied with each Assignment. The scope and extent of the Services will be confirmed in written assignment schedules generated by LCM Labour Ltd or LCM Labour Ltd’s client.

8. The start date of your first Assignment will be specified in the assignment schedule. LCM Labour Ltd will notify you of the start date of any subsequent Assignments in further assignment schedules as generated from time to time.

9. You will ensure that the Services are provided to the standard expected by LCM Labour Ltd or LCM Labour Ltd’s client as well as complying with any standards specified in any assignment schedule that is generated from time to time.

10. You will comply with any relevant health and safety procedures, security measures and site timescales.

11. There is no collective agreement which directly affects

Your engagement as a worker.

12. No probationary period applies to this Contract.

Place of work

13. Your place of work will vary and LCM Labour Ltd will from time to time notify You of the location where you will be required to work in written assignment schedules generated by LCM Labour Ltd or LCM Labour Ltd’s client.

14. You will not be required to work outside the UK.

Hours of work

15. Your hours of work will vary and will be confirmed to you prior to the commencement of an Assignment in written assignment schedules as generated from time to time. Remuneration

16. You will be paid at an hourly rate (unless otherwise indicated). The hourly rate will be intimated in writing to You before the commencement of any Assignment in a written assignment schedule but will not be less than the appropriate statutory National Minimum Wage.

17. You should note that payment will only be made once you submit a properly authorised time sheet in accordance with clause 20 of this Contract. Time sheets

18. At the end of each week of an Assignment (or at the end of an Assignment if it is for a period of one week or less or is completed before the end of a week) You shall deliver to LCM Labour Ltd or to LCM Labour Ltd’s client a completed time sheet indicating the number of hours worked during the preceding week (or such lesser period) and signed by an authorised representative of LCM Labour Ltd’s client’s customer.

19. Where You fail to submit a properly authorised time sheet, any payment due to You may be delayed while LCM Labour Ltd investigates (in a timely fashion) what hours, if any, were worked by You. LCM Labour Ltd shall make no payment to You for hours not worked.

20. For the avoidance of doubt, Your working time shall only consist of those periods during which You are carrying out work as part of an Assignment. Time spent travelling to the location of work as set out in the assignment schedule (with the exception of time spent travelling between two or more locations under the same Assignment), lunch breaks and other rest breaks may not count as part of Your working time for these purposes.

21. You acknowledge and accept that it could be a criminal offence under the Fraud Act 2006 to falsify any time sheet, for example by claiming payment for hours that were not actually worked.

Annual leave

22. You are entitled to 5.6 weeks’ paid holiday during each holiday year (including all bank holiday entitlements), calculated in accordance with and paid in proportion to the number of hours that You have worked on Assignments during the holiday year. LCM Labour Ltd holiday year runs between the 1st of April to the 1st of April the following year. If an Assignment starts or finishes part way through the holiday year, Your holiday entitlement during that year shall be calculated on a pro-rata basis.

23. Entitlement to payment for leave accrues in proportion to the amount of time worked by You on Assignments during the holiday year. For the avoidance of doubt, You will not accrue any holiday entitlement between Assignments.

24. During the holiday year, You are only entitled to take leave that You have accrued.

25. All entitlement to annual leave must be taken during the course of the holiday year in which it accrues, and no untaken holiday can be carried forward to the next holiday year. Any unused holidays may be able to be carried over but this will be on a case by case basis.

26. You will be advised of the process for requesting holiday at the start of an assignment.

27. Where a bank holiday or other public holiday falls during an Assignment and You ordinarily would work on that day, then subject to You having accrued entitlement for payment for leave, that day shall count as part of Your paid annual leave entitlement.

28. You shall have no entitlement to any payment in lieu of accrued but untaken holiday except on termination of this Contract. Sickness absence

29. If You are absent from work for any reason, You must notify LCM Labour Ltd of the reason for Your absence as soon as possible.

30. If You satisfy the qualifying conditions laid down by statute, You may be entitled to receive Statutory Sick Pay (SSP) at the prevailing rate in respect of any period of sickness or injury during the assignment. You will not be entitled to any other payments from LCM Labour Ltd during such periods. For SSP purposes, Your qualifying days will be Monday to Friday.

Other paid leave

31. You may be eligible for some statutory paid leave(subject to statutory qualifying conditions), including maternity, paternity, shared parental pay, adoption and bereavement pay. For the avoidance of doubt, Your entitlement to statutory leave will be governed by the relevant statute and You do not have any freestanding contractual right to be paid leave other than that specifically provided for under these terms. Pensions

32. If You are eligible for auto-enrolment, LCM Labour Ltd will comply with its obligations under the Pensions Act 2008 and enrol You automatically into the Option Workplace Pension scheme provided by Options Corporate Pensions UK Limited (the Pension Provider).

33. For the avoidance of doubt, any right that You may have to be enrolled in a statutory pension scheme is a statutory right only and You do not have a freestanding contractual right to be enrolled into a pension scheme by LCM Labour Ltd Benefits

34. You are not entitled to receive any benefits from LCM Labour Ltd under this Contract.

Responsibility for the Services

35. Where required by the Services, You warrant that You have the necessary clearances and licences (including Your eligibility to work in the UK) to provide the Services. You will inform LCM Labour Ltd immediately where any of these clearances or licences are revoked, rescinded, invalidated, suspended or are not operational.

36. You warrant that you have the skills, abilities and the necessary experience to provide the Services. For the avoidance of doubt, no training will be provided to You by LCM Labour Ltd. Details of any training which You may be required to undertake by our client or our client’s client for the purposes of an Assignment will be set out in written assignment schedules.

37. Upon starting assignment you will be notified of any PPE policies and requirements.

Scope, Termination and Status

38. The parties agree that this relationship between LCM Labour Ltd and You is not one of employer and employee and that You are not an employee of LCM Labour Ltd and consequently do not have the associated statutory rights. You will be treated by LCM Labour Ltd as “worker” as defined in Section 230(3)(b) of the Employment Rights Act 1996.

39. This Contract is exclusively between LCM Labour Ltd and You and does not represent, create or imply a contract between You and LCM Labour Ltd’s clients or between You and any customer of LCM Labour Ltd’s clients.

40. There is no disciplinary or grievances procedures in place relevant to the Contract or any Assignment. If You are unhappy with any aspect of Your work and wish to make a complaint You should email operations@wearebx2.co.uk.

41. LCM Labour Ltd shall at all times comply with its obligations under the General Data Protection Regulation (EU) 2016/679 and the Data Protection Act 2018 when collecting and processing information relating to You in accordance with LCM Labour Ltd’s privacy notice.

42. You warrant that You shall comply with LCM Labour Ltd’s data protection policy when handling any personal data in the course of Your Assignments including, where applicable, the data protection policy of LCM Labour Ltd’s clients or any customer of LCM Labour Ltd’s clients.

43. This Contract may be terminated by either party at any time without prior notice or liability.

44. If there is no work activity for a period of 12 weeks then a P45 shall be issued and any accrued holiday will be paid.

Confidentiality

45. In this Agreement, 'Confidential Information' means:

46.1. information relating to the business, management system, finances, transactions and affairs of LCM Labour Ltd or any of LCM Labour Ltd’s clients or any customer of LCM Labour Ltd’s clients;

47.2. trade secrets (including formulae, computer programs, processes, methods, inventions, technical data, databases, know-how, training techniques, marketing data, operating procedure, policies and practices and designs) relating to the business of LCM Labour Ltd or any of LCM Labour Ltd’s clients or any customer of LCM Labour Ltd’s clients and/or any of their suppliers, agents or distributors;

48.3. any information which is identifiable to You by LCM Labour Ltd or any of LCM Labour Ltd’s clients or any customer of LCM Labour Ltd’s clients as being confidential or secret in nature or which ought reasonably be regarded as confidential.

47. Except in the proper performance of Your work on an Assignment (or as required by law), You will not, either during an Assignment or at any time after it ends, without the prior written approval of LCM Labour Ltd or any of LCM Labour Ltd’s clients or any customer of LCM Labour Ltd’s clients, use Confidential Information for Your own benefit or for the benefit of any other person, firm, company or organisation (other than LCM Labour Ltd or any of LCM Labour Ltd’s clients or any customer of LCM Labour Ltd’s clients as the case may be), or directly or indirectly disclose Confidential Information to any person (other than any person employed by LCM Labour Ltd or any clients of LCM Labour Ltd or any customer of LCM Labour Ltd’s clients whose province it is to have access to that Confidential Information).

49. You must not make (otherwise than for the benefit of LCM Labour Ltd or LCM Labour Ltd’s clients or any customer of LCM Labour Ltd’s clients as appropriate) any notes, memoranda, records, tape recordings, computer programs, photographs, plans, drawings or any other form of record (whether electronic or paper) relating to any matter within the scope of the business of LCM Labour Ltd or any of LCM Labour Ltd’s clients or any customer of LCM Labour Ltd’s clients or concerning any of the dealings or affairs of LCM Labour Ltd or any of LCM Labour Ltd’s clients or any customer of LCM Labour Ltd’s clients.

50. At the end of each Assignment or at any time and from time to time when requested by LCM Labour Ltd You must deliver up to LCM Labour Ltd’s clients or any customer of LCM Labour Ltd’s clients or to LCM Labour Ltd (as directed) all property, equipment, records, correspondence, documents, files, Confidential Information and other information (whether originals, copies or extracts) belonging to, or in any way relating to the business and affairs of LCM Labour Ltd or any of LCM Labour Ltd’s clients or any customer of LCM Labour Ltd’s clients, which is in your possession or custody or under your control including passes, ID cards, swipe cards, keys, documents, correspondence, files, equipment, computer equipment, computer disks, memory sticks and other digital storage or memory devices, passwords, passcodes and all copies, extracts or summaries of such items, whether in a physical or electronic form. You must also delete, irretrievably, any information relating to the business of LCM Labour Ltd or any of LCM Labour Ltd’s clients or any customer of LCM Labour Ltd’s clients that you have stored on any computer and communication systems, electronic or digital storage or memory device that does not belong to LCM Labour Ltd or any of LCM Labour Ltd’s clients or any customer of LCM Labour Ltd’s clients, including (to the extent technically practicable) from such systems and data storage services provided by third parties. You must, if required, confirm to LCM Labour Ltd or any of LCM Labour Ltd’s clients or any customer of LCM Labour Ltd’s clients (as directed) in writing that you have complied with Your obligations under this clause.

Miscellaneous

51. Both parties agree this is intended to be a legally binding contract governing the nature of the contractual relationship between them.

52. Both parties agree that, with the exception of verbal agreements referred to in this Contract, these terms and conditions represent the whole agreement between them. No variations may be made to these terms unless agreed in writing by both parties.

53. Should LCM Labour Ltd fail to enforce or apply any of the rights that it has under this Contract, it shall not be construed that LCM Labour Ltd approves or agrees to any breach of contract or that it loses its rights to enforce the terms of this Contract in full at any time now or in the future.

54. The Headings used in this Contract are for ease of reference only and are not intended to be interpreted as part of the terms agreed between the parties. References to the masculine include the feminine. References to the singular include the plural.

55. A person who is not party to this Contact shall have no right under the Contracts (Rights of Third Parties) Act 1999 to enforce any term of this Contract. This clause does not affect any right or remedy of any person which exists or is available otherwise than pursuant to that Act.

56. The parties agree that this Contract is governed by the laws of England and is subject to the exclusive jurisdiction of the English courts.

57. It is a legal requirement that you are issued with a KID (Key Information) document. 

THIS IS A LEGALLY BINDING DOCUMENT:

The parties agree that they have read and understood the terms above and that they are a true reflection of the agreement between the parties and that both parties have had the opportunity to seek advice prior to the agreement of these terms.

To agree, please enter your full name, date and signature below: