1 - Take reasonable care of themselves and others.

2 - To report hazards or defects,

3 - Co-operate with the operator on heath and safety,

4 - Use PPE as required

I declare unless stated in the table above, that I have not and will not exceed an average of 48 Working Time Hours per week for the whole of any Reference Period.

I declare that I will not exceed 60 Working Time hours in any week. I agree to maintain a record of my Working Time Hours, which includes all paid work, including work for Velocity Recruitment and any other jobs.

I understand that Velocity Recruitment will assume that my Paid Hours are the same as my Working Time Hours, unless I advise otherwise.

I declare that I understand that I am on night work if any part of my shift falls in the period 0000 to 0400 for goods and 0100 to 0500 for passenger vehicles. There is a statutory limit on night work of 10 hours in a 24 hour period, which can be extended by a workforce agreement

Some of the advantages of ‘Temporary to Permanent’ or ‘Temporary Contract’ work include:

· A wider variety of work is available to see which category of work and environmental suits you best.

· You can work just one day a week or seven days a week – it’s your choice.

· Long-term contracts, Temporary to Permanent contracts or short-term contracts are available to suit.

· There is a choice of many shifts.

· You can gain valuable new skills and experience in other areas.

· Additional earnings can be available from plentiful overtime.

Velocity invests time and money to obtain high quality local vacancies. Therefore it is of utmost importance that you remember you are representing Velocity when you work at these companies. Every effort must be made to work and conduct yourself in a professional manner at all times. Failure to do so, could cost Velocity a major contract which would put others out of work and it would mean no more work would be offered to you again.

If you can’t make it to work which has been arranged for you because you are ill, transport has broken down, can’t find the company or any other problems, it is imperative you ring Velocity immediately.

Our offices are opening hours 08.00 – 16.30 Monday to Friday. There is also a 24 hour, 7 days a week mobile service available for any emergency. There is no excuse for not making contact.

TELEPHONE NO: 0191 5654020

By letting us know that you have a problem, we can arrange a replacement for you to keep the company happy and also offer work to somebody else who needs the money as much as you do. You may find that you don’t like a job we arrange for you, all we ask is for you to see the day or shift out and ring us after to arrange an alternative position for the following day. (Hopefully something / somewhere which is more suitable for you).

TIMESHEETS AND RECORDS

It is important to check when you first report for work what arrangements the Client has for recording the hour that you work, you may be required to clock in and out and the client may refuse to sign the timesheet if you do not, so be sure to check when you first report to work. Some clients request that timesheets are sent directly to them or that a block timesheet be used. You will be advised which method applies when you are notified of an assignment.

If we send or give you timesheets, it is your responsibility to make sure that a timesheet is completed and signed by your supervisor. If you do not have any timesheets, check with your supervisor or phone us.

You can also send your time sheet via our web site www.velocityrec.co.uk.

A copy must be returned to us by 10.00am on the following Monday, if you want to be paid in time.

YOUR PAY

You will be paid on a Friday on a weekly basis, one week in arrears; this will be paid directly into your nominated a bank account

Payslips will be emailed to you unless you have requested it to be posted.

RATE OF PAY AND OVERTIME PREMIUMS

Each assignment you do for Velocity may have a different pay and overtime rate depending on the client and type of work available. It is in your interest to know what rate of pay you are being paid and the overtime agreement with each assignment, therefore always ask if in doubt.

TAX INFORMATION

In order to avoid being taxed too heavily, it is important that you give us you P45 as soon as you receive it from your previous employer. This form is used to inform the Tax Office of your code number and earnings to date for the current tax year. If you have not worked before or your P45 is out of date you may find that you will pay more tax than you should to begin with. We will gladly give you the relevant forms to complete and return to us. You will need either a P46 or, if you are a student, a P38. Please note that we will forward all the relevant documents to the tax office without delay. We cannot be held responsible for any delays by the tax office while they process your information (this can take quite a while). We will apply any new tax codes as soon as possible after we receive details from the tax office.

TAX

If you need to contact your tax office whilst on assignment for Velocity contact 0300 200 3300

TERMS OF ENGAGEMENT

You will be issued with your terms of Engagement. Please ask if you do not understand any part of those Terms.

We will advise you of the rate of any assignment we offer you, before you start work. We have noted your preferred minimum hourly rate, and will offer the minimum only if no other suitable work is available at this time.

You should be aware that you are not an employee of Velocity Recruitment or Velocity UK Limited. We will offer you appropriate work with our clients where it is available but cannot guarantee any minimum or maximum level of work.

UNEMPLOYMENT BENEFITS AND SICK PAY

We will provide help if you have problems with benefits. There are a number of schemes which will allow you to work without losing all your benefits. Please contact us if you become ill whilst working at one of our clients, you may be eligible for sick pay, and we can assist you with making claims.

DAMAGE TO GOODS OR EQUIPMENT

Should you cause any damage to goods or equipment at a client’s premise you must firstly report it to your immediate Supervisor and ask for an accident report form which you should fill in on the premises. Secondly report the incident to Velocity by telephone to your named contact. You will not be liable for any accidental damage caused to goods or equipment provided that you report incidents immediately.

HEALTH AND SAFETY AT WORK

We ask our clients if there are any particular safety precautions or hazards which you should know about and to assess working conditions. We will pass this information to you so that you are prepared. You have a duty to make sure that you use working practices, to protect yourself and other people. This includes using personal protection, such as safety boots and goggles where appropriate.

You must report all accidents to your Supervisor or the Health and Safety Representative and to your contact at Velocity.

You should also report any problems which could lead to an accident.

EQUAL OPPORTUNTITIES

We aim to give equal opportunities to all applicants and to select people in the basis of their qualifications and experience. If you think that you have been treated unfairly, write to the Manager of Velocity Recruitment, explaining exactly why you feel that you have been treated unfairly.

DATA COLLECTION AND RECORDING

We may ask you for information on our registration form which relates to ethnic origins, sex, age, marital status and disability. We need this information so that we can check to make sure that we are NOT discriminating against any particular group.

We may have to pass certain information to our client to help you find work, such as contact details, driver licence details, work history and criminal convictions.

Not all of this information is available to all our personnel when selecting people for assignments.

Information form the application form is entered onto a data base. We will provide hard copies of this information, if requested in writing, and on payment of a fee of £10.

KEEPING IN TOUCH

Please let us know if your circumstances change e.g. not able to work for us, change of address, telephone number, or any change of personal details.

It is impossible for us to offer you assignments if we cannot contact you. We need to know if you decide not to use our service any longer.

WORKING HOURS for subject to UK & EU s hours regulations

All workers are required to ensure that they comply with all UK & EU working time regulations, and must have sufficient hours and days available to complete an assignment.

NIGHT WORK for all workers

If you are going to work at night you may need to undergo a health assessment to make sure that this will not damage your health. If you do require a health check, speak to a member of Velocity who will be able to assist. We will ask you to complete a simple questionnaire to help assess this. You may then also be required to have a medical examination and the decision as to whether you are suitable for night work will be absolute discretion. It is vital that. If the client asks you to perform night work you let us know so that we can comply with the law.

PAID ANNUAL LEAVE

You are eligible for 28 days paid annual leave but this does not mean that you can take 28 days paid annual leave as soon as you have started work.

You will only be entitled to take annual leave in proportion to what has accrued when you wish to take leave.

Under the Working Time Regulations, you may not carry paid annual leave forward form one leave year to the next nor can we pay you in lieu of the holidays unless you finish working for us. Holiday entitlement period starts 1st January and runs to 31st December each year. Holiday entitlement must be taken in the year that it relates to, any untaken holiday entitlement outstanding at 31st December will be lost.

DRUGS AND ALCOHOL

Alcohol and drug misuse or abuse can be a serious problem within the workplace. People who drink excessively, or take unlawful drugs are more likely to work inefficiently, be absent from work, have work related accidents and endanger their colleagues.

If you have an alcohol or drug problem which affects your conduct or performance at work the matter will be referred to senior management for further action.

CHANGE OF CIRCUMSTANCES

You must notify Velocity of any changes in your circumstances, including health, criminal convictions, driving licence etc which may effect your ability to work.

POLICIES AND PROCEDURES

You comply with all client company policies and procedures as appropriate.

INFORMATION REQUESTS

If you require any further information, please contact one of our team on 0191 5654020 and we will endeavour to respond within 5 working days (Charges may apply).

1.1 In these Terms of Engagement ("Terms") the following definitions apply:

“the EB” means Velocity UK Ltd t/a Velocity Recruitment of Woodbine Street, Hendon, Sunderland, Tyne & Wear SR1 2NL

“the TW” means Temporary Worker named on this Document

"Assignment" means the period during which the TW is engaged by the EB to render services to the Client;

“Client” means the person, firm or corporate body requiring the services of the TW together with any subsidiary or associated company as defined by the Companies Act 2006;

"Relevant Period" means the longer period of either 14 weeks from the first day* on which the TW worked for the Client, or 8 weeks from the date the TW last worked for the Client (* the first day is the first day of the first occasion of supply or the first day of any subsequent assignment if more than 42 days since the end of the previous assignment);

"the AWR” means the Agency Workers’ Regulations 2010.

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

1.3 The headings 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 EB and the TW and govern all the TW’s Assignments. No contract shall exist between the EB and the TW either between Assignments, or if the TW is absent from an Assignment for any reason except authorised absence.

2.2 For the avoidance of doubt, these Terms shall not give rise to a contract of employment between the EB and the TW. The EB is required to make statutory deductions from the TW’s remuneration in accordance with Clause 7.

2.3 No variation or alteration of these Terms shall be valid unless details of such variation are agreed between the EB and the TW and set out in writing and a copy of the varied terms are given to the TW stating the date on or after which such varied terms shall apply.

2.4 The TW agrees to notify the EB in writing of his work history for the 12 weeks period prior to the commencement of any Assignment for services and hereby warrants the accuracy of any such information provided.

3. ASSIGNMENTS

3.1 The EB will endeavour to obtain suitable Assignments as requested by the TW. The TW is not obliged to accept any Assignment the EB offers.

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

3.2.1 suitability shall be determined solely by the EB; and

3.2.2 the EB shall incur no liability should it fail to offer the TW opportunities to work in the category applied for or in any other category.

3.3 For the purpose of calculating the average number of weekly hours worked by the TW on an Assignment, the start date for the relevant averaging period under the Working Time Regulations 1998 is Monday of the week in which the TW commences their first Assignment.

3.4 If, either before or during an Assignment, the TW becomes aware of any reason why he may not be suitable for the Assignment the TW shall notify the EB without delay.

3.5 When an Assignment is offered to the TW and subject to the TW’s acceptance, the EB shall inform the TW of the identity of the Client and, if applicable, the nature of their business; the date work is to commence and duration or likely duration of the work; the type of work, the location and hours during which the TW would be required to work; the rate of remuneration that will be paid and any expenses payable by or to the TW; any risks to health and safety known to the Client and steps that the Client has taken to prevent or control such risks; and any and all entitlements which the TW has or may have pursuant to Regulations 5, 6, 12 and 13 of the AWR. In addition, the EB shall inform the TW 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.

3.6 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 Public or Bank Holidays) following, save where the TW is being offered an Assignment in the same position as one in which the TW has been supplied in the previous 5 business days and such information has already been given to the TW. Any variation of the Assignment terms shall be agreed in advance with the TW and similarly confirmed.

3.7 If, before the first Assignment, during the course of an Assignment or within the Relevant Period, the Client wishes to employ or engage the TW directly or through another employment business, the TW acknowledges that the EB 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 TW may be employed or engaged directly by the Client or through another employment business without further charge to the Client. In addition the EB will be entitled to charge a fee to the Client if they introduce the TW to a third party who subsequently engages the TW within the Relevant Period.

4. ABSENCE FROM ASSIGNMENT 

If the TW is unable for any reason to attend work during an Assignment, the TW should inform the EB within 1 hour of the assignment commencing to enable alternative arrangements to be made.

5. TERMINATION

5.1 The EB or the Client may terminate the TW’s Assignment at any time without prior notice or liability.

5.2 The TW may terminate an Assignment at any time without prior notice or liability.

5.3 If the TW does not inform the Client or the EB in accordance with clause 6.2 should they be unable to attend work during the course of an Assignment this will be treated as termination of the Assignment by the TW in accordance with clause 5.2 unless the TW can show that exceptional circumstances prevented the TW from complying with clause 6.2.

5.4 If the TW is absent during the course of an Assignment and the contract has not been otherwise terminated under clauses 5.1, 5.2 or 5.3 above, the EB will be entitled to terminate the contract in accordance with clause 5.1 if the work to which the absent TW was assigned is no longer available for the TW.

5.5 If the TW does not report to the EB to notify the TW’s availability for work for a period of 12 weeks, the EB may forward the TW’s P45 to the TW’s last known address.

6. CONDUCT

6.1 The TW is not obliged to accept any Assignment offered by the EB but if the TW does so, during every Assignment and afterwards, as appropriate, the TW will:

6.1.1 co-operate with the Client's reasonable instructions and accept the direction, supervision and control of any responsible person in the Client's organisation;

6.1.2 be present during the times or total number of hours during each day and/or week of an Assignment as may be agreed with the EB or the Client;

6.1.3 observe any relevant rules and regulations of the Client's establishment (including hours of work as notified) to which the TW’s attention has been drawn or which the TW might reasonably be expected to ascertain;

6.1.4 take all reasonable steps to safeguard the TW’s own safety and the safety of any other person who may be present or affected by the TW’s actions on the Assignment and comply with the health and safety policies and procedures of the Client;

6.1.5 not engage in any conduct detrimental to the interests of the Client or the EB which includes any conduct tending to bring the Client or EB into disrepute or which results in loss of custom or business;

6.1.6 not at any time divulge to any person, nor use for the TW’s own or any other person's benefit, any confidential information relating to employees, business affairs, transactions or finances of Clients or the EB; and

6.1.7 use the telephone, fax or computer systems belonging to the Client in a reasonable manner and not for personal gain or benefit.

6.2 If the TW is unable for any reason to attend work during the course of an Assignment they should inform the Client and the EB within 1 hour of the commencement of the Assignment or shift.

7. REMUNERATION

Subject to any rights or entitlements pursuant to the AWR, the EB shall pay the TW remuneration calculated at the National Minimum Wage hourly rate or at any higher rate the EB reasonably expects to achieve for all hours worked. The actual rate will be notified on a per Assignment basis, for each hour worked during an Assignment (to the nearest quarter of an hour) to be paid weekly, one week 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 I National Insurance Contributions and any other deductions which the EB may be required by law to make. Subject to any statutory entitlement under the relevant legislation, the TW is not entitled to receive payment from the EB or its Clients for time not spent on an Assignment, whether in respect of holidays (except see clause 9), illness or absence or any other reason unless otherwise agreed in writing between the EB and the TW. If for any reason the TW is paid in advance for an Assignment but the TW does not undertake or complete the hours for which the TW has been paid in advance, the EB reserves the right to deduct any over-payment from future remuneration (including, for the avoidance of doubt, any payment due in lieu of untaken accrued paid leave) and the TW agrees that the TW will be personally liable to repay any balance due to the EB immediately upon demand.

8. TIMESHEETS

At the end of each week of an Assignment (or at the end of an Assignment where it is for a period of one week or less or is completed before the end of a week) the TW shall deliver to the EB the TW’s completed time sheet to indicate the number of hours the TW has worked during the preceding week (or such lesser period) and signed by an authorised representative of the Client. The EB shall pay the TW for all hours worked regardless of whether the EB has received payment from the Client for those hours. Where the TW fails to submit a properly authenticated time sheet the EB shall, in a timely fashion, conduct further investigations into the hours claimed by the TW and reasons the Client has refused to sign a time sheet for those hours. This may delay any payment due to the TW. The EB shall not make any payment to the TW for hours not worked. For the avoidance of doubt and the purposes of the Working Time Regulations 1998, the TW’s working time (which will normally also be hours worked for which the TW will be paid) shall only consist of those periods during which the TW is carrying out activities or duties for the Client as part of the Assignment. Subject to the AWR time spent travelling to the Client's premises, lunch breaks and other rest breaks shall not count as working time.

9. HOLIDAY ENTITLEMENT

9.1 The provisions of this clause 9 are subject to the AWR.

9.2 Under the Working Time Regulations the TW is entitled to a statutory period of paid leave of 5.6 weeks per year. For calculating the entitlement to leave under this clause, the leave year commences on the date the TW starts an Assignment or a series of Assignments. All of the entitlement to leave must be taken during the course of the leave year, which from the 1st January to 31st December in which it accrues unless prevented by a period of other leave, eg: Sickness, Maternity, Paternity or Adoption. The entitlement accrues pro rata to the amount of time the TW is engaged during the leave year. For the purposes of taking leave, fractions of days may be rounded up in half days but payment will be based on the fraction due.

9.3 The amount of payment to which the TW is entitled in respect of paid leave is calculated in accordance with statutory provisions and recent relevant case law.

9.4 At the end of each month or when the TW wishes to take some or all of the paid leave to which the TW is entitled, the TW should notify the EB in writing in advance of the dates of the TW’s intended absence. The amount of notice should be at least twice the length of the period of leave that the TW wishes to take. In certain circumstances, the EB may give counter-notice to the TW to postpone or reduce the amount of leave that the TW wishes to take and in such circumstances the EB will inform the TW in writing giving at least the same length of notice as the period of leave that has been requested. Public or Bank Holidays not worked will not be paid unless the TW notifies the EB that he wishes to take them as part of the TW’s statutory annual entitlement.

9.5 Where this contract is terminated by either party and a P45 issued, the TW is entitled to a payment in lieu of any untaken accrued paid leave.

9.6 For the avoidance of doubt, none of the provisions of this clause shall affect the TW’s status as a self-employed worker engaged on a contract for services.

10. DATA PROTECTION AND DISCLOSURE OF INFORMATION

10.1 The EB will collect and process information relating to the TW in accordance with the privacy notice, which is available on request, (also a copy on the EB website www.velocityrec.co.uk). [The TW acknowledges having been informed of the location of the Company’s data protection policy and is available from our website and they have been given sufficient opportunity to read and understand the information it contains.

10.2 EB will only process the TW’s personal data lawfully and in accordance with EB’s data protection policy or in line with EB’s privacy notice.

10.3 The EB agrees that it will not disclose any confidential information about the TW without his/her prior consent unless it is:

10.3.1 to provide work-finding services for the TW in accordance with the terms of this agreement;

10.3.2 for the purposes of any legal proceedings (including arbitration);

10.4 Nothing in clause 10.3 shall preclude the EB from disclosing information about the TW where it is entitled to do so by law.

11. PENSION

The EB will comply with any employer pension duties that apply to it in respect of the TW in accordance with Part 1 of the Pensions Act 2008. 12. LAW These Terms are governed by the laws of England & Wales and are subject to the exclusive jurisdiction of the Courts of England & Wales.