1. 1. To work in the UK everybody has to provide documentation that proves their eligibility to work. Which one of the following applies to you? (For a complete list of acceptable documents please see https://www.gov.uk/prove-right-to-work ) *  *

2. 2. If yes, what document can you provide to evidence your right to work in the UK? (For a complete list of acceptable documents please see (https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/774286/Right_to_Work_Checklist.pdf) *

3. 3. Pre or settled status share code (if applicable to you)

1. 1. Please select all boxes that apply to you *

1. 1. We are proud to have an incredibly diverse team and for the purposes of monitoring it would be helpful if you could complete questions below

2. 2. What is your ethnicity?

3. 3. Do you have any unspent criminal convictions?

4. 4. If YES, please provide details below

1. 1. Many of the jobs we have available are fast paced and manual and to protect your health and safety we ask that you answer the following questions in relation to your health. We will discuss any aspects with you to get a detailed understanding about how we can support you when you start your placement.

Do you have any history with the following?

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2. 2. Is there any further medical information that we should know about?

1. 1. DEFINITIONS 1.1. In these Terms of Engagement the following definitions apply: – “Assignment” means the period during which the Agency Worker is supplied to render services to the Client; “Client” means the person, firm or corporate body requir- ing the services of the Agency Worker together with any subsidiary or associated company as defined by the Com- panies Act 1985; Date of Engagement “Employment Business” means Kingdom People Limit- ed of Waterfold Business Park, Bury, Lancashire, BL9 7BR.  

"Agency Worker” means (insert your full name below)  

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2. “Relevant Period” means the longer period of either 14 weeks from the [1]first day on which the Agency Worker worked for the Client, or 8 weeks from the day after the Agency Worker was last supplied by the Employment Business to the Client.

“Type of Work” means normal duties will include but are not limited to; general production or distribution duties, production line operative duties, FLT operative duties or driving, as specified at the start of your Assignment. Eg. Order Picking in Fashion Logistics, Production Line Operative in Food Industry, FLT Driver Counterbal- ance/Reach in FMCG logistics

1.2. Unless the context otherwise requires, references to the singular include the plural.

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

2. THE CONTRACT 2.1. These Terms constitute a contract for services between the Employment Business and the Agency Worker and they govern all Assignments undertaken by the Agency Worker. However, no contract shall exist between the Employ- ment Business and the Agency Worker between Assign- ments. 2.2. For the avoidance of doubt, these Terms shall not give rise to a contract of employment between the Employ- ment Business and the Agency Worker. The Agency Worker is engaged as a Worker, although the Employ- ment Business is required to make statutory deductions from the Agency Worker’s remuneration in accordance with clause 5.1. 2.3. No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between the Employment Business and the Agency Worker and set out in in writing and a copy of the varied terms is given to the Agency Worker stating the date on or after which such varied terms shall apply. 10 | Kingdom People | Confidential Application Form 2.4. There is no end date to this agreement and it will run continuously until either party terminates the contract.

3. PLACE OF WORK 3.1. The Company address is Kingdom People Limited of Waterfold Business Park, Bury, Lancashire, BL9 7BR but due to the nature of the work we will provide placements with third party hirers which may be located anywhere in the UK 3.2. You will not be required to work abroad during your assignment

4. ASSIGNMENTS 4.1. The Employment Business will endeavour to obtain the Type of Work which the Agency Worker is seeking and offer suitable Assignments to the Agency Worker as they become available. 4.2. The employment business is not obliged to offer the Agency Worker initial work, ongoing work, or any mini- mum amount of work, nor is the Agency Worker obliged to accept any offer of work made by the Employment Business. 4.3. The Agency Worker acknowledges that the nature of temporary work means that there may be periods when no suitable work is available and agrees: that the suitability of the work to be offered shall be determined solely by the Employment Business; that the Employ- ment Business shall incur no liability to the Agency Worker should it fail to offer opportunities to work; and that no contract shall exist between the Agency Worker and the Employment Business during periods when the Agency Worker is not working on an Assignment. 4.4. At the same time as an Assignment is offered to the Agency Worker the Employment Business shall inform the Agency Worker of the identity of the Client, and if applicable the nature of their business; the date the work is to commence and the duration or likely duration of the work; the type of work, location and hours during which the Agency Worker would be required to work; the rate of remuneration that will be paid and any expenses payable by or to the Agency Worker; and 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. In addition the Employment Business shall inform the Agency Worker 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. 4.5. 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 save where: 4.5.1. the Agency Worker is being offered an Assignment in the same position as one in which the Agency Worker had previously been supplied within the previous five business days and such information has already been given to the Agency Worker; or 4.5.2. where, subject to clause 4.6, the Assignment is intended to last for 5 consecutive working days or less and such information has previously been given to the Agency Worker before and remains unchanged. 4.6. Where an assignment is for five consecutive working days or less and the provisions of clause 4.5.2 are met, the Employment Business need only provide the Agency Worker with written confirmation of the identity of the Hirer and the likely duration of the work. If the Assign- ment extends beyond the intended five consecutive working day period the Employment Business shall provide such information set out in clause 4.4 to the Agency Worker in paper or electronic form within eight days of the start of the Assignment. 4.7. For the purpose of calculating the average number of weekly hours worked by the Agency Worker on an Assign- ment, the start date for the relevant averaging period under the Working Time Regulations shall be the date on which the Agency Worker commences the first Assign- ment. 4.8. If, before the first Assignment, during the course of an Assignment or within the Relevant Period the Client wishes to employ the Agency Worker direct or through another employment business, the Agency Worker acknowledges that the Employment Business will be entitled either to charge the Client a fee or to agree an extension of the hiring period with the Client at the end of which the Agency Worker may be engaged directly by the Client or through another employment business without further charge to the Client. In addition the Employment Business will be entitled to charge a fee to the Client if the Client introduces the Agency Worker to a third party who subsequently engages the Agency Worker within the Relevant Period.

5. REMUNERATION 5.1. The Employment Business shall pay to the Agency Worker remuneration calculated at a minimum hourly rate of not less than the current National Minimum Wage or National Living Wage (whichever is appropriate) being the minimum rate of remuneration that the Employment Business reasonably expects to achieve, for all hours worked. The actual rate will be notified on an as per Assignment basis, for each hour worked during an Assignment (to the nearest quarter hour) to be paid weekly in arrears, subject to deductions in respect of PAYE pursuant to Sections 44-47 of the Income Tax (Earnings and Pensions) Act 2003 and Class 1 National Insurance Contributions and any other deductions which the Employment Business may be required by law to make. 5.2. Subject to any statutory entitlement under the relevant legislation, the Agency Worker is not entitled to receive payment from the Employment Business or Clients for time not spent on Assignment, whether in respect of holidays, illness or absence for any other reason unless otherwise agreed.

6. DEDUCTIONS FROM PAY 6.1. The Employment Business reserves the right to require the Agency Worker to repay to the Employment Business, either by deduction from pay or any other method acceptable to the Employment Business; 6.1.1. any losses sustained in relation to the property or monies of the Employment Business, client, customer, visitor or other employee of the Employment Business during the duration of this Agreement caused through the Agency Workers carelessness, negligence, reckless- ness or through a breach of our rules or any dishonesty on the Agency Workers part and/or: 6.1.2. any amounts of remuneration, expenses or any other payments (statutory, discretionary, etc) which are overpaid to the Agency Worker whether made by mistake or through any misrepresentation or otherwise and/or; 6.1.3. any cost of replacing the Employment Business’ property which you lose or fail to return in good condition and/or; 6.1.4. any other sums owed to the Employment Business by the Agency Worker, including, but not limited to, outstanding loans or advances

7. ANNUAL LEAVE 7.1. For the purposes of calculating entitlement to paid annual leave pursuant to the Working Time Regulations 1998 under this clause, the leave year commences on the date that the Agency Worker starts their first Assignment. 7.2. The annual leave granted under these terms will always be the statutory minimum as it is from time to time. Under the Working Time Regulations 1998 (as amended), the Agency Worker is entitled to annual leave equivalent to 5.6 weeks calculated on a pro rata basis. If the statutory minimum leave is subsequently decreased or increased then entitlement to leave under this clause will be decreased or increased so as to be set at the statu- tory minimum as it applies to any period in which work is carried out. The current calculation for statutory paid leave as at 1st April 2009 under The Working Time Regula- tions 1998 is equal to 12.07% of total hours worked. 7.3. All entitlement to leave must be taken during the course of the leave year in which it accrues and none may be carried forward to the next year or be paid in lieu. Any annual leave accrual remaining at the end of each holiday year may be lost as it is the Agency Workers responsibility to book their own annual leave. In exceptional circum- stances, annual leave may be paid in lieu if not used provided both the client and Kingdom People Limited are in agreement. 7.4. Where an Agency Worker wishes to take paid annual leave they are required to notify the Employment Busi- ness of the dates of their intended leave giving at least two calendar weeks’ notice. In certain circumstances the Employment Business may give counter-notice to the Agency Worker to postpone or reduce the amount of leave that they wish to take and in such circumstances the Employment Business will inform the Agency Worker in writing giving at least the same length of notice as the period of leave that it wishes to postpone or reduce it by. 7.5. Entitlement to payment for annual leave is based on average pay which is calculated on the Agency Workers earnings over a rolling 52 week period, or the total amount of weeks worked if the Agency Worker has not worked for 52 consecutive weeks. 

7.6. In the course of any Assignment during the first leave year the Agency Worker is entitled to request leave at the rate of one-twelfth of the Agency Worker’s total holiday entitlement in each month of the leave year. 7.7. Bank Holidays and/or Public Holidays are classed as normal holidays and follow the same holiday booking and payment rules as detailed in 7.4. 7.8. Where this contract is terminated by either party and/ or a P45 is requested, the Agency Worker shall be entitled to a payment in lieu of any untaken and unpaid leave. 7.9. None of the provisions of this clause regarding the statutory entitlement to paid leave shall effect the Agency Worker’s status as a Worker.

8. ABSENCE 8.1. The Agency Worker may be eligible for Statutory Sick Pay (SSP) provided that they meet the relevant statutory criteria. Note that the first 3 days of sickness absence are unpaid. 8.2. If the Agency Worker is unable, for any reason, to work during the course of their Assignment, they are required to inform the Employment Business by telephone call, as soon as possible and at least one hour before the start time of the commencement of the Assignment on every day that they are absent from work. 8.3. For the purposes of SSP, qualifying days are Monday to Sunday. 8.4. You are not entitled to any other paid leave unless it falls under a statutory provision and you are eligible according to the statutory criteria, for example; statutory maternity pay, statutory adoption pay, statutory paternity pay, statutory shared parental pay, statutory bereavement leave.

9. WORKPLACE PENSION 9.1. At the relevant staging date, if you are eligible to join, the Company will auto-enrol you in to a Workplace Pension Scheme and make deductions from your pay in accordance with the government legislation in place from time to time. 9.2. Any such deductions will be itemised on your e-payslip 9.3. The Company, utilises its legal right, to postponement and so your entrance into the workplace pension will be postponed by 3 months from the date that you are eligible. 9.4. The Company does not hold a contracting out certificate.

10. TIME SHEETS 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 less than a week) the Agency Worker shall deliver to the Employ- ment Business a time sheet duly completed to indicate the number of hours worked during the week (or such lesser period) and signed by an authorised representative of the Client. 10.2. The Employment Business shall pay the Agency Worker for all hours worked regardless of whether the Employment Business has received payment from the Client for those hours. 10.3. Where the Agency Worker fails to submit a properly authenticated time sheet the Employment Business shall, in a timely fashion, conduct further investigations into the hours claimed by the Agency Worker and the reasons that the Client has refused to sign a timesheet in respect of those hours. This may delay any payment due to the Agency Worker. The Employment Business shall make no payment to the Agency Worker for hours not worked. 10.4. For the avoidance of doubt and for the purposes of the Working Time Regulations, the Agency Worker’s working time shall only consist of those periods during which they are carrying out activities or duties for the Client as part of the Assignment. Time spent travelling to the Client’s premises; lunch breaks and other rest breaks shall not count as part of the Agency Worker’s working time for these purposes.

11. CONDUCT OF ASSIGNMENTS 11.1. The Agency Worker is not obliged to accept any Assignment offered by the Employment Business but if they do so, during every Assignment and afterwards where appropriate, they understand and accept that they will: – 11.1.1. Co-operate with the Client’s reasonable instructions and accept the direction, supervision and control of any responsible person in the Client’s organisation; 11.1.2. Observe any relevant rules and regulations of the Client’s establishment (including normal hours of work) to which attention has been drawn or which the Agency Worker might reasonably be expected to ascertain; 11.1.3. Take all reasonable steps to safeguard their own health and safety and that of any other person who may be present or be affected by their actions on the Assignment and comply with the Health and Safety policies and procedures of the Client; 11.1.4. Not engage in any conduct detrimental to the inter- ests of the Client; 11.1.5. Not at any time divulge to any person, nor use for his or her own or any other person’s benefit, any confidential information relating to the Client’s or the Employment Business’ employees, business affairs, transactions or finances. 11.2. If the Agency Worker is unable for any reason to attend work during the course of an Assignment they should inform the Employment Business by telephone call as soon as possible and at least one hour before the start time of the commencement of the Assignment or shift. 11.3. If, either before or during the course of an Assign- ment, the Agency Worker becomes aware of any reason why he may not be suitable for an Assignment, he shall notify the Employment Business without delay. 11.4. If the Agency Worker is issued with work wear or equipment from the Employment Business or the Client, it is the Agency Workers responsibility to ensure that it is kept in good and useable condition. On cessation of an assignment, it is the Agency Workers responsibility to return the work wear and equipment in a reasonable and reusable condition within a reasonable timescales. Failure to return the work wear or equipment in a reasonable condition within a reasonable timescale may be treated as a misconduct issue and result in the cost of replacing the Employment Business’ property from your pay.  

12. VERIFICATION OF QUALIFICATIONS 12.1. Where requested by the Employment Business, the Agency Worker must provide evidence of the experience, training, qualifications and any authorisation which the Client considers necessary, or which are required by law or by any professional body, to work in the position which the Client seeks to fill. A failure of the Agency Worker to provide such evidence within a reasonable timescale may result in the contract being terminated by the Employment Business.  

13. TERMINATION 13.1. The Employment Business may terminate the Agency Worker’s Assignment at any time without prior notice or liability. 13.2. The Agency Worker may terminate an Assignment at any time without prior notice or liability. 13.3. If the Agency Worker does not inform the Client or the Employment Business (in accordance with clause 11.2 or 11.3) should they be unable to attend work this will be treated as termination of the assignment by the Agency Worker in accordance with clause 13.2 unless the Agency Worker can show that exceptional circumstances prevented him or her from complying with clause 11.2 or 11.3. 13.4. If the Agency Worker is absent during the course of an assignment and the contract has not been otherwise terminated under clauses 13.1, 13.2 or 13.3 above, the employment business will be entitled to terminate the contract in accordance with clause 13.1 if the work to which the absent worker was assigned is no longer availa- ble for the Agency Worker. 13.5. If the Agency Worker does not report to the Employ- ment Business to notify their availability for work for a period of three weeks or more, then the Employment Business may deem the contract terminated and serve notice under clause 13.1 and will forward their P45 to their last known residential or e-mail address. 13.6. On the termination of your engagement you are required to return to the Employment Business all prop- erty belonging to the Employment Business in good condition. Your failure to return property or your failure to return the property in good and satisfactory condition will be treated as misconduct and may be subject to discipli- nary proceedings. You agree that should you fail to return the Employment Business’ property on termination or return property in an unacceptable condition that you are responsible for compensating the Employment Business for the cost of replacing the property and you agree that such cost can be deducted from your pay.

14. CONSENT TO DISCLOSURE OF INFORMATION 14.1. The Agency Worker consents to the disclosure to the Client by the Employment Business of the information provided under the terms of the clause relating to verifica- tion of qualification and any other information relevant to the requirements of the Client which must be satisfied to enable the Agency Worker to work in the position which it seeks to fill. 14.2. The Agency Worker consents to the disclosure to the Client by the Employment Business of information suggesting that the Agency Worker is not suitable for an Assignment.

15. GDPR 15.1. The Company understands and abides by its obliga- tions under the General Data Protection Regulations 2018 (GDPR). The Agency Worker warrants that they are aware of the privacy notice which applies to them and which is accessible to them on the company’s website.

16. EMPLOYMENT ELIGIBILITY 16.1. The Agency Worker warrants that the documents supplied as proof of eligibility to work in the UK and/or their identity are valid.

17. WORKING TIME DIRECTIVE OPT OUT 17.1. The Working Time Regulations 1998 provides that the Agency Worker shall not work on an Assignment with the Client in excess of an average 48 hour Working Week unless they agree in writing that this limit should not apply. 17.2. The Agency Worker hereby agrees that the Working Week limit shall not apply to the Assignment and there- fore “opts out”. 17.3. The Agency Worker may end this Agreement by giving the Employment Business 3 months’ notice in writing. 17.4. For the avoidance of doubt, any notice bringing the Opt Out Agreement to an end shall not be construed as termination by the Agency Worker of an Assignment with a Client or this Agreement. 17.5. Upon the expiry of the notice period set out in clause 17.4 the Working Week limit shall apply with immediate effect

18. AGENCY WORKER HANDBOOKS 18.1. The Employment Business has a Mini Agency Worker Handbook and a Full Agency Worker Handbook, both of which contain vital information along with a number of policies and procedures. The Handbooks are not contrac- tual documents, however, all of the information contained them is important and some of the policies contained within it are referred to in this Agreement. You are obligat- ed and it is your responsibility to read, understand and comply with the information contained within the Hand- books and raise any questions with the Employment Business within 4 weeks of commencing yourfirst Assign- ment.

19. LAW 19.1. These Terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of the Courts of England & Wales.  

20. TRAINING 20.1. You are required to attend training, courses, obtain industry required certification and undertake study as appropriate to ensure that your skills, knowledge and techniques remain up to date. Training carried out by external providers and professional qualifications under- taken may be fully or partly funded by the Company depending upon the nature of the training.

21. COLLECTIVE AGREEMENT 21.1. No Collective Agreements exist that will directly affect your terms and conditions of employment.  

3. I confirm that I have read, understand and accept the terms and conditions contained within this Agreement and have received a copy for my records: *

Please sign below

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1. 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 Kingdom People Limited of Bridgewater House, Unit F1, Waterfold Business Park, Bury, BL9 7BR “Working Week” means an average of 48 hours each week calculated over a 17-week reference period. 1.2. References to the singular include the plural and references to the masculine include the feminine and vice versa. 1.3. The headings contained in this Agreement are for convenience only and do not affect their interpretation. “Temporary Worker” (insert your name below) * *

2. 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. * 

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1. Before completing this application, please ensure you have reviewed and understand the Key Information details below which provide a brief outline of the terms which you will be entering into upon commencing work for third party agencies through Kingdom People Limited. For a full breakdown of all terms and conditions please refer to the full Contract for Services that you signed earlier.

Our Employment Business Is: Kingdom People Limited

You will be engaged by us on a: Contract for Services.

And will be paid: Weekly.

Your minimum rate of pay will be: At least the prevailing or current National Minimum or National Living Wage.

We are required by law to make the following deductions from your pay: Income tax, national insurance, and pension contributions (after 12 weeks unless you opt out).

We will also make the following non-statutory deductions and costs: None.

You may also be charged the following fees for goods or services provided to you: None.

Your paid holiday entitlement Is: 12.07% holiday accrual which is the equivalent of 28 days per full holiday year, based on a 5 day working week. And you are entitled to the following additional benefits None Example Pay (Based on a 40 hour week paid £15 per hour)

Example rate of pay (gross): £600.00 (40 hours@£15 p/hr)

Deductions from your wage required by law:

Tax may be different depending upon your personal tax code which Is detailed on your payslip £66.60 (income tax). £42.96 (national insurance). £24.00 (pension contributions -after 12 weeks unless you opt out).

Any other deductions or costs from your wage: None. Any fees for goods or services None.

Example net take home pay: £464.62. (and £72.42 accrued as holiday pay)

The Agency Worker Handbook is available upon request from your Recruitment Consultant or via the website at www.kingdom.co.uk  

Prevention of sexual harassment:

We firmly commit to creating workplaces in which everyone is treated with dignity and respect, free from sexual harassment.

Sexual harassment takes many forms, in-person, remote/digital or witnessed, but whatever form it takes, it is unlawful. As such, we take steps to prevent sexual harassment and deal with any such complaints seriously with a zero-tolerance standard which may result in dismissal or the termination of the contract for services. Sexual harassment is unwanted conduct of a sexual nature which has the purpose, or effect, of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that person. Some examples of sexual harassment include, but are not limited to: sexual comments or jokes which may be referred to as ‘banter’, displaying or sharing sexually graphic pictures or media, suggestive looks, staring or leering, propositions and sexual advances, making promises in return for sexual favours, sexual gestures, intrusive questions about a person’s private or sex life or a person discussing their own sex life, sexual posts or contact in online communications including on social media, spreading sexual rumours about a person, sending sexually explicit messages, and unwelcome touching, hugging, massaging or kissing. You have an obligation to understand and abide by our standards to prevent sexual harassment.

Further information can be located in our Prevention of Sexual Harassment Policy in the Agency Worker People Policies.  

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Kingdom People Kent Conditions of Transport Services (Carriage)

These conditions of carriage are the passenger’s rights and duties as a customer. The conditions of carriage may be edited and updated from time to time without prior notice. This document will outline the conditions of travelling on a Kingdom People vehicle. This will provide you information in regards to your expectations from Kingdom People, and our expectations from you as a passenger.

Definitions;

“Circumstances beyond our control” Means any circumstance that causes an impact on your travel. Examples, but not limit to, are unforeseen traffic, weather conditions, acts of terror, disturbances or unrest, fire, road works, breakdown and technical problems. “Journey” Means any trip from waiting at the first pick up point to the final destination.

“Third party” Means a third party working on behalf of somebody else.

Your Agreement to Comply; By boarding a Kingdom People vehicle you will be accepting these conditions and comply with them. The only exemption is when boarding a third party vehicle, this agreement will not apply but you MUST follow the third party terms and conditions of travel.

Types of fares; Fare prices are currently set at a fixed rate per person, regardless of distance. Kingdom People reserve the right to increase or offer promotional fares. Passengers must pay the fixed fee to the driver or pre pay in a Kingdom People office.

The cost of travel; the current cost of a single journey is £7 one way, £14 return per day (cash).

This cost will be discounted to £5.50 for a single journey, £11 for a return journey per day (card). If, for some reason, you sign to pay at a later date, this will cost £8 each way, £16 for a return.

Reservations of Seats; Kingdom People does not offer a reservation of seat service. It is based on first come first served.

Pick Up time; Kingdom People will pre arrange your pick up time and convey this to you giving you suitable notice. This time is the vehicles departure time. Passengers are reminded to make sure they are at the correct pick up point 5 minutes prior to departure. You must make sure you are on the correct bus when boarding.

Seat Belt; It is your responsibility to wear your seat belt. You must wear your seat belt at all times on the bus as required by law. If you are travelling with a valid exemption certificate, you do not have to wear a seat belt, but this must be presented at all times during the journey.

Ill health; In the unfortunate event that you feel unwell during the journey. You must let your driver know as soon as possible, if safe to do so. Your driver will stop at the next safest place. Your driver will then report this to the Transport Manager where the safest decision will be made.

Our obligations to Carry; We will use reasonable care and skill to provide you a safe journey. We are unable to transport wheelchair users or mobility scooters. Our vehicles are not permitted to carry animals, except guide dogs.

Liability; We will not be liable to you or any third party to any loss, damage, liability, cost or expense suffered by you or a third party as a result of cancellation or delay. Kingdom People reserve the right to cancel or refuse to carry you on any breach of conditions. Kingdom People will have no obligation to refund the fare or any liability.

Passenger Behaviour; We wish to make your travel with Kingdom People as comfortable as possible. You must behave in a reasonable and lawful manner. You must comply with any request or instruction from any driver or Kingdom People staff/representative. You must not behave in a way that is or perceived to be abusive or threatening. You must conduct yourself in a way which doesn’t endanger yourself or anybody else on the vehicle. You must use phones or electronic equipment discretionally and consider other passengers. Music players must be used in a way not to cause distraction to the driver or other passengers. You must not obstruct or interfere with the driver. You must not consume drugs or alcohol on board a Kingdom People vehicle. Smoking is not allowed on board a Kingdom People vehicle. You must ensure you smoke away from the vehicle to avoid smoke blowing into the vehicle. Eating and drinking is not permitted on board any vehicle. You must take all rubbish with you when you leave the vehicle. Filming is not permitted on any Kingdom People vehicle unless authorisation has been granted by the Transport Manager.

Consequences of Bad Behaviour; Any actions taken against a passenger for bad behaviour by Kingdom People staff or representative, we will not be liable for any loss damage, injury, inconvenience or cost as a result.

Reporting an incident; Kingdom People operate this service with your safety as priority. If you feel that you have experienced any incident in regards to our transport services please let Kingdom People’s Transport Manager know immediately. Transport can be contacted on 01634 576111.

Cancellation I have chosen to utilise Kingdom People’s transport service and acknowledge that I have a right to withdraw from using this service at any time without ramification. There will be no charge for cancellation of the service.

Refunds There will be no refunds issued in relation to our Transport Service. In the event that I fail to make payment either in advance or on the day of travel I understand I will be charged to full amount for that journey as no discount will be applied. I understand that should the outstanding amount of travel owed reach £35 or above the method in which Kingdom People pay me may change and that I may be required to enter into an Kingdom People office to pay in either part of full of the Transport costs owed. I understand that any money that I fail to pay for this Transport Service, if not paid prior to leaving Kingdom People’s employment will be classed as a “Transport Advance” and any advance left owing will be deducted from your final pay in accordance to clause 6.4 in your Contract for Services. I have read the above and agree to adhere to the terms and conditions of using the Voluntary subsidised transport service. 

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2. Please enter your full name below *

3. Please enter todays date *