This document sets out key information about your relationship with us, including details about pay, holiday entitlement and other benefits.

Further information can be found at your local Sky Recruitment Solutions branch.

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: Sky Recruitment Solutions.

Your employer (if different from the employment business): SRS Payroll or Employment Labour Supply Ltd (this will be confirmed before you begin your employment).

Type of contract you will be engaged under: Contract of Employment.

Who will be responsible for paying you (if different from your employer): SRS Payroll or Employment Labour Supply Ltd (this will be confirmed before you begin your employment).

How often you will be paid: Weekly.

Expected or minimum rate of pay: National minimum wage.

Deductions from your pay required by law: Income Tax, National Insurance and Employee Pension Contributions (which will be deferred for the first 12 weeks then automatically enrolled).

Any other deductions or costs from your pay (to include amounts or how they are calculated): None.

Any fees for goods or services: None.

Holiday entitlement and pay: 5.6 weeks pro rata (or as otherwise agreed). Paid at an average rate to represent a standard week’s pay.

Additional benefits: None.

EXAMPLE PAY

Intermediary or umbrella fees

Example gross rate of pay to intermediary or umbrella company from us: £12.21 x 36 hours = £439.56

Deductions from intermediary or umbrella income required by law: ER NI £36.20, ER Pension Contribution (if applicable £15.98)

Any other deductions or costs taken from intermediary or umbrella income: None

Worker Fees

Example rate of pay to you: £12.21 x 36 hours = £439.56

Deductions from your pay required by law: Tax £36.20, EE NI £15.80,  EE Pension (if applicable) £15.98

Any other deductions or costs taken from your pay: None known at present.

Any fees for goods or services: None.

Example net take home pay: £439.56 - £36.20 -£15.80 - £15.98 = £371.58   

Signed by the Worker: ………….……………………….................................................. Dated: .........................................  

Application Form - Declaration and Consent of Personal Information

In completing this Online Application Form you agree to be added to our database of people seeking assignments, in accordance with our Terms of Engagement.

We will use your information provided on this Form to help seek the most suitable placements which match your skills, qualifications, and requirements.

All information will be treated in the strictest confidence and will be maintained in accordance with GDPR act 2018. Please also note Sky Recruitment Solutions Ltd is an equal opportunities employer.

Though we do not require your age in accordance with the Employment Equality (Age) Regulations 2006 we will require your DOB in order to comply with HMRC rules.

Your DOB will assist the Inland Revenue to ensure your National Insurance Credits are properly allocated to your account. It is now a legal requirement that we obtain copy documentation relating to your eligibility to work in the UK.

Failure to supply any required documentation will mean Sky Recruitment Solutions Ltd will have to suspend your application and in turn not be able to consider you for any assignments. 

Applications from ex-offenders will be considered on their merit. Convictions which are irrelevant to the job will not be taken into consideration, but you are required to disclose all convictions, including those which are spent by virtue of the Rehabilitation of Offenders Act 1974.

The information you provide will be treated as strictly confidential. It is your responsibility to inform Rapid Recruit Ltd of any future changes that may occur in this section.

1. Have you ever been convicted of a criminal offence? *

Please let us know if you have any medical conditions or are registered as disabled

I confirm that the information I have given herein is true and correct.

I understand that the service will incur no fees upon myself and that any employer to whom Sky Recruitment Solutions introduce me to either temporary or permanent, are legally bound to pay your charges.

I will inform you immediately if I am engaged through introduction. I understand that being a party to any attempt to avoid payment of your charges could leave me open to criminal proceedings for fraud.

I hereby agree to keep all information gained about Sky Recruitment Solutions and their customers strictly confidential.

I hereby give Sky Recruitment Solutions permission to obtain references on my employment references.

I will inform Sky Recruitment Solutions immediately of any circumstances that may affect my work.

I am aware that Sky Recruitment Solutions is an Equal Opportunities Employer.  

The Agency Worker hereby agrees that the Working Week limit shall not apply to the Assignment, The Agency Worker may end this Agreement by giving the Employment Business 28 days’ notice in writing. *

                                                                                                                                         Manual Handling

Bend at the knees. The weight to be lifted must be within the lifting capacity of the individual worker and the load should be approached squarely, facing the intended direction of travel. The feet are positioned about a hip’s width apart, one foot slightly in front of the body. The knees are bent and the body lowered as close to the load as possible while remaining relaxed and balanced. The back should be straight from hips to shoulders, but not necessarily vertical.

Grasp the load. The load is tilted with one hand (if necessary) so that the other hand can obtain a secure grip at the corner nearest the body. The free hand is then transferred to the furthest corner of the load and drawn as close to the trunk as possible. Arms should be well tucked in to provide maximum support to the load.

Lift, using the legs. The load can then be lifted by straightening the legs so that the body and load move upwards in unison. All movements should be smooth and natural. Jerking, twisting, or straining movements should be avoided. Lifting should feel comfortable. Lifting movements will remain smooth and natural providing the back and head are kept naturally erect.The load should be held firmly into the body and carried to where it is to be deposited.

The closer the centre of gravity of the load can be kept to that of the body, the easier and more natural the lift. It is important to be able to see over or around the load so as to avoid tripping hazards.
When the weight is approaching the maximum lifting capacity of the individual, it will be necessary to lean back on the hips with the load to bring the trunk to the erect position before straightening the legs to lift the load.
In this instance the body is being used simply as a counterbalance to keep muscular effort down to a minimum.

Changing grip. This is achieved by looking straight ahead when straightening the legs, instead of looking down at the load.

Carrying the load. The load should be held firmly into the body and carried to where it is to be deposited. The closer the centre of gravity of the load can be kept to that of the body, the easier and more natural the lift. It is important to be able to see over or around the load so as to avoid tripping hazards.

When the weight is approaching the maximum lifting capacity of the individual, it will be necessary to lean back on the hips with the load to bring the trunk to the erect position before straightening the legs to lift the load. In this instance the body is being used simply as a counterbalance to keep muscular effort down to a minimum.

Changing grip. Grips should not be changed while carrying the load. First rest the load on a ledge or other firm support, then change the grip if necessary.

Team lifting. When large or awkward weights are involved, assistance should be sought. The assistant should be of similar height and build, so that the raised load does not become unbalanced or unevenly distributed. 

ALCOHOL & DRUGS

The effects of alcohol or drugs at work can create serious health and safety risks. Therefore, the following rules should be adhered to:

• Do not consume any drug or alcohol in the workplace or whilst on duty.

• Do not come to work or attempt to come to work under the influence of alcohol or drugs.

• Do not be in possession of or bring alcohol or non-prescribed drugs on to company premises. • Do not consume any drug or alcohol in the workplace or whilst on duty.

• Check with your doctor or pharmacist about the side-effects of prescribed medications.

• Never drive or operate machinery if you are affected by alcohol or drugs.

• Ask your general practitioner or the company for guidance and advice on sensible limits of alcohol consumption .

• Offer support and advice to colleagues who you suspect of suffering from alcohol or drug abuse: do not "protect" them by keeping silent.

• Ask for assistance if you feel that matters are beyond your own control.

You will be in breach of this policy if you:

• Report for duty or attempt to report for duty, having recently consumed any amount of alcohol .

• Report for duty, or attempt to report for duty, in an unfit state due to consumption of alcohol, or use of any drug

• Are in possession of or supply any drug of abuse in the workplace or whilst on duty.

• Refuse to submit to an alcohol or drug test.

• Decline or discontinue an approved course of treatment or rehabilitation for an alcohol or drug related problem without reasonable cause.

• Declare an alcohol or drug problem after you have been notified of your selection for alcohol and/or drug testing.

Some of these substances are contained in medication available either on prescription or ‘over the counter’, so you must provide information about any drugs taken prior to any alcohol and/or drugs test being carried out.

I confirm that I have read and understand the above.  

POMÓŻ NAM WALCZYĆ Z WYZYSKIEM

PADĖKITE SUMAŽINTI ŽMONIŲ IŠNAUDOJIMĄ

ПОМОГИТЕ УМЕНЬШИТЬ ЭКСПЛУАТАЦИЮ

We need your help to reduce the exploitation of migrant workers by criminal gangs and abusive individuals.

1. Are you being forced to work when you don’t want to?

2. Do you have to pay someone money to give you work?

3. Are you being forced to live in accommodation against your will?

4. Is someone controlling your identity documents or bank account?

5. Is someone threatening or intimidating you or your family?

If you answer YES to any of these questions, tell a trusted manager, worker representative and: 

• Report it to the Gangmasters & Labour Abuse Authority on 0800 432 0804 or the Modern Slavery Helpline on 08000 121 700 or at www.modernslaveryhelpline.org/report.
• Call the Police in an emergency on 999, or 101 if it is not urgent.

For more information visit www.stronger2gether.org

Potrzebujemy Twojej pomocy, aby walczyć z wyzyskiwaniem pracowników zza granicy przez gangi i osoby postępujące w podobnie niedopuszczalny sposób.

1. Czy jesteś zmuszany/ zmuszana do pracy wtedy, kiedy tego nie chcesz?

2. Czy musisz płacić komuś w zamian za otrzymanie pracy?

3. Czy jesteś zmuszany/ zmuszana do mieszkania w lokalu wbrew swojej woli?

4. Czy ktoś ma kontrolę nad Twoimi dokumentami identyfikacyjnymi lub rachunkiem w banku?

5. Czy ktoś grozi Tobie lub Twojej rodzinie?

Jeżeli odpowiedziałeś/odpowiedziałaś TAK na którekolwiek z powyższych pytań, powiedz o tym zaufanemu managerowi lub przedstawicielowi pracowników oraz:

• Zglos to do Gangmaster Licensing Authority pod numer 0800 432 0804 lub do Modern slavery Helpline pod numer 0800 0121 700 lub na stronie internetowej www.modernslaveryhelpline.org/ report.
• W naglych przypadkach zadzwon na Policje pod numer 999, w przypadkach nie wymagajacych naglego przybycia Policji zadzwon pod 101.

Więcej informacji znajdziesz na stronie internetowej www.stronger2gether.org

Mums reikia jūsų pagalbos, kad sumažintume migrantų darbuotojų išnaudojimą, kurį vykdo nusikalstamos grupuotės ir piktavaliai asmenys.

1. Ar jus verčia dirbti per prievartą?

2. Ar privalote duoti kam nors pinigų, kad parūpintų jums darbo?

3. Ar esate priversti gyventi nurodytose patalpose prieš savo valią?

4. Ar kas nors kontroliuoja jūsų tapatybės dokumentus ar banko sąskaitą?

5. Ar kas nors grasina arba gąsdina jus ar jūsų šeimą?

Jeigu atsakėte TAIP bent į vieną klausimą, pasakykite apie savo situaciją vadovui darbe arba darbuotojų atstovui.

• Taip pat prašome kreiptis į organizaciją pavadinimu ,Gangstamasters & Labour Abuse Authority‘ telefonu 0800 432 0804 arba į ,Modern Slavery Helpline’ telefonu 08000 121 700; nuoroda internete: www.modernslaveryhelpline.org/report.
• Iškviesti policiją skubiu atveju numeriu 999, arba 101 jei tai nėra skubu.

Daugiau informacijos rasite : www.stronger2gether.org

Нам нужна ваша помощь, чтобы уменьшить эксплуатация трудящихся-мигрантов преступными группировками и оскорбительные лиц.

1. Вы вынуждены работать, когда вы не хотите?( против вашего хотения)

2. Вы вынуждены платить кому-то деньги чтоб получить работу?

3. Вы вынуждены жить в жилье против вашей воли?

4. Кто-то контролирует ваши документы, удостоверяющие личность или счет в банке?

5. Кто-то угрожает или запугивает вам или вашей семьи?

Если вы ответили утвердительно на любой из этих вопросов, скажите доверенного менеджера или работника и представителя и:

• • Сообщите об этом Управление по регулированию деятельности посредников по найму нелегальной рабочей силы в конфиденциальном порядке по телефону 0800 432 0804 или на горячую линию Современного Рабства по телефону 08000 121 700 или заполните форму на вебсайте www.modernslaveryhelpline.org/report.
• • Звоните в полицию по номеру 999, в случае чрезвычайной ситуации, или 101 если это не срочно.

Дополнительная информация доступна на сайте www. stronger2gether.org

Potrebujeme vašu pomoc, aby sme zastavili zneužívanie migrujúcich pracovníkov kriminálnymi skupinami alebo násilným jednotlivcom.

1. Ste násilím prinútený pracovať?

2. Musíte niekomu platiť, aby vám dal prácu?

3. Ste nútený žiť v danom ubytovaní proti vlastnej vôli?

4. Kontroluje niekto vaše osobné údaje alebo bankový účet?

5. Vyhráža sa alebo zatrašuje vás alebo vašu rodinu niekto?

Ak vaša odpoveď bola ÁNO na niektorú z otázok, obráťte sa na dôveryhodnú nadriadenú autoritu alebo kontaktnú osobu.

•Oznámte to na Gangmasters and Labour Abuse Authority na číslo 0800 432 0804 alebo na Modern Slavery Helpline na číslo 0800 0121 700 alebo na www.modernslaveryhelpline.org/report.

• V pripade nudzovej situacie prosim volajte Policiu na 999, alebo 101 ak to nie je nudzova situacia.

Taktiež nájdete informácie na webovej stránke www.stronger2gether.org

Нуждаем се от Вашата помощ за ограничаване на експлоатацията на работници-имигранти от страна на криминални групи и лица, които печелят от злоупотреби.

1. Принуждават ли Ви да работите против волята Ви?

2. Налага ли се да плащате на някого, за да Ви осигурява работа?

3. Принуждават ли Ви да живеете на определено място?

4. Има ли някой, който контролира документите Ви за самоличност или банковата Ви сметка?

5. Има ли някой, който заплашва Вас или семейството Ви?

Ако отговорът на някой от изброените по-горе въпроси е ДА, обърнете се към доверен ръководител или представител на работниците.

• Докладвайте на Службата за борба с трудови злоупотреби и злоупотреби на трудови посредници на телефон 0800 432 0804 или на Комисията за борба с трафика на хора на горещата им линия 08000 121 700 или на интернет страницата www.modernslaveryhelpline.org/report.

• Обърнете се към полицията на телефон 999 за спешни случаи или на телефон 101 за не-спешни случаи.

За повече информация посетете www.stronger2gether.org

Mums nepieciešama jūsu palīdzība, lai mazinātu migrantu strādnieku ekspluatāciju, kuru veic kriminālas bandas un vardarbīgi indivīdi.

1. Vai jūs spiež strādāt, kad jūs negribat to darīt?

2. Vai jums kādam jāmaksā nauda, lai jums dotu darbu?

3. Vai jūs spiež dzīvot mājvietā pret jūsu gribu?

4. Vai kāds kontrolē jūsu personas dokumentus vai bankas kontu?

5. Vai kāds draud jūsu ģimenei vai to iebiedē?

Ja atbildējāt apstiprinoši uz jebkuru no šiem jautājumiem, pastāstiet par to uzticamam darba vadītājam vai strādājoši pārstāvim un:

• Ziņojiet par to Noziegumu & Darba ļaunprātīgas izmantošanas iestādei pa tālruni 0800 432 0804 vai Mūsdienu Verdzības Palīdzības līnijai pa tālruni 08000 121 700 vai vietnē www.modernslaveryhelpline.org/report

• Ārkātas situācijā zvaniet uz 999, vai arī 101 ja tas nav steidzami.

lai saņemtu sīkāku informāciju, apmeklējiet www.stronger2gether.org

Avem nevoie de ajutorul dvs pentru a reduce exploatarea muncitorilor migranți de bandele criminale și de persoanele fizice abuzive.

1. Sunteți forțați să lucrati în pofida voinței dvs?

2. Trebuie să plătiți pe cineva ca să vă dea muncă?

3. Sunteți obligați să trăiți într-o locuință impotriva vointei dvs?

4. Vă ține cineva sub control documentele de identitate sau conturile bancare?

5. Vă amenință sau vă intimidează cineva pe dvs sau pe familia dvs?

Dacă răspunsul dvs este DA la oricare dintre aceste întrebări, spuneti unui manager sau reprezentant/ lucrător de încredere și:

• Raportați-l la organizația Gangmasters & Labour Abuse Authority la numărul 0800 432 0804 sau la Linia de Asistență Telefonică a Sclaviei Moderne Modern Slavery Helpline la numărul 0800 0121 700 sau la https://modernslavery.co.uk/contact.html .

• Chemați Poliția în caz de urgență la numărul 999, sau la 101 dacă nu este urgent.

Pentru mai multe informații vizitați www.stronger2gether.org

Terms of engagement with an agency worker

1. DEFINITIONS AND INTERPRETATION

1.1. In these Terms the following definitions apply:

“Actual Rate of Pay”

means, unless and until the Agency Worker has completed the Qualifying Period, the rate of pay which will be paid for all time worked during an Assignment for each hour worked, as set out in the relevant Assignment Details Form;

“Actual QP Rate of Pay”

means the rate of pay which will be paid to the Agency Worker if and when s/he completes the Qualifying Period, as set out in any variation to the relevant Assignment Details Form;

“Agency Worker”

means the Agency Worker supplied by the Employment Business to provide services to the Hirer;

“Agreed Deductions”

means any deductions the Agency Worker has agreed can be made from their pay;

“Assignment”

means assignment services to be performed by the Agency Worker for the Hirer for a period of time during which the Agency Worker is supplied by the Employment Business to work temporarily for and under the supervision and direction of the Hirer;

“Assignment Details Form”

means written confirmation of the assignment details to be given to the Agency Worker upon acceptance of the Assignment;

“AWR”

means the Agency Workers Regulations 2010 “Calendar Week” means any period of 7 days starting with the same day as the first day of the First Assignment;

“Conduct Regulations”

means the Conduct of Employment Agencies and Employment Businesses Regulations 2003

“Confidential Information”

means any and all confidential commercial, financial, marketing, technical or other information or data of whatever nature relating to the Hirer or Employment Business or their business or affairs (including but not limited to these Terms, data, records, reports, agreements, software, programs, specifications, know-how, trade secrets and other information concerning the Assignment) in any form or medium whether disclosed or granted access to whether in writing, orally or by any other means, provided to the Agency Worker or any third party in relation to the Assignment by the Hirer or the Employment Business or by a third party on behalf of the Hirer whether before or after the date of these Terms together with any reproductions of such information in any form or medium or any part(s) of such information;

“Control”

means (a) the legal or beneficial ownership, directly or indirectly, of more than 50% of the issued share capital or similar right of ownership; or (b) the power to direct or cause the direction of the affairs and/or general management of the company, partnership, statutory body or other entity in question, whether through the ownership of voting capital, by contract or otherwise, and"Controls" and "Controlled"shall be construed accordingly;

“Data Protection Laws”

means the Data Protection Act 2018, the General Data Protection Regulation (EU 2016/679) and any applicable statutory or regulatory provisions in force from time to time relating to the protection and transfer of personal data;

“Deductions”

means any deductions which the Employment Business may be required by law to make and, in particular, in respect of PAYE pursuant to Sections 44-47 of the Income Tax (Earnings and Pensions) Act 2003 and Class 1 National Insurance Contributions;

“Emoluments”

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

“Employment Business”

Sky Recruitment Solutions Limited (registered company no. 08874719) of Cubo Offices, Victoria Street, Derby, DE1 1EQ.

"Engagement"

means the engagement (including the Agency Worker’s acceptance of the Hirer’s offer), employment or use of the Agency Worker by the Hirer or any third party to whom the Agency Worker has been introduced by the Hirer, on a permanent or temporary basis, whether under a contract of service or for services, and/or through a company of which the Agency Worker is an officer, employee or other representative, an agency, license, franchise or partnership arrangement, or any other engagement; and “Engage”, “Engages” and “Engaged” shall be construed accordingly;

“First Assignment”

means:

a) the relevant Assignment; or

b) if, prior to the relevant Assignment:

i. the Agency Worker has worked in any assignment in the same role with the relevant Hirer as the role in which the Agency Worker works in the relevant Assignment; and

ii. the relevant Qualifying Period commenced in any such assignment, that assignment (an assignment being (for the purpose of this defined term) a period of time during which the Agency Worker is supplied by one or more Temporary Work Agencies to the relevant Hirer to work temporarily for and under the supervision and direction of the relevant Hirer);

“Hirer”

means the person, firm or corporate body together with any subsidiary or associated person, firm or corporate body (as the case may be) to whom the Agency Worker is supplied or introduced;

“Hirer's Group”

means (a) any individual, company, partnership, statutory body or other entity which from time to time Controls the Hirer, including (but not limited to) as a holding company as defined in section 1159 of the Companies Act 2006; and (b) any company, partnership, statutory body or other entity which from time to time is Controlled by or is under common Control with the Hirer, including (but not limited to) as a subsidiary or holding company as defined in section 1159 of the Companies Act 2006;

“Hourly Rate”

means NMW being the minimum gross rate of pay that the Employment Business reasonably expects to achieve, for all hours worked by the Agency Worker;

“Irregular Hours Worker”

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

“Leave Year”

means the period during which the Agency Worker accrues and may take statutory leave commencing on the date that the Agency Worker starts an Assignment or a series of Assignments and runs until the anniversary of that date;

“Part Year Worker”

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

“Period of Extended Hire”

means any additional period that the Hirer wishes the Agency Worker to be supplied for beyond the duration of the original Assignment or series of assignments as an alternative to paying a Transfer Fee;

“Qualifying Period”

means 12 continuous Calendar Weeks during the whole or part of which the Agency Worker is supplied by one or more Temporary Work Agencies to the relevant Hirer to work temporarily for and under the supervision and direction of the relevant Hirer in the same role, and as further defined in the Schedule to these Terms;

“Relevant Period”

means the later of (a) the period of 8 weeks commencing on the day after the last day on which the Agency Worker worked for the Hirer having been supplied by the Employment Business; or (b) the period of 14 weeks commencing on the first day on which the Agency Worker worked for the Hirer having been supplied by Employment Business or 14 weeks from the first day of the most recent Assignment where there has been a break of more than 6 weeks (42 days) since any previous assignment;

“Rolled Up Holiday Pay”

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

“Temporary Work Agency”

means as defined in the Schedule to these Terms;

“Terms”

means these terms of engagement (including the attached schedule) together with any applicable Assignment Details Form;

“Transfer Fee”

means the fee payable by the Hirer to the Employment Business in accordance with clause 3.7, as permitted by Regulation 10 of the Conduct Regulations;

“Type of Work”

means general operatives (industrial); and

“WTR”

means the Working Time Regulations 1998

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

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

1.4. Any reference, express or implied, to an enactment includes a reference to that enactment as from time to time amended, modified, extended, re-enacted, replaced or applied by or under any other enactment (whether before or after the date of these Terms) and all subordinate legislation made (before or after these Terms) under it from time to time.

2. THE CONTRACT

2.1. These Terms constitute the entire agreement between the Employment Business and the Agency Worker for the supply of services to the Hirer and they shall govern all Assignments undertaken by the Agency Worker. The contract between the parties starts on the first day of the First Assignment under these Terms however, no contract shall exist between the Employment Business and the Agency Worker between Assignments. These Terms shall prevail over any other terms put forward by the Agency Worker.

2.2. During an Assignment the Employment Business will engage the Agency Worker on a contract for services on these Terms. For the avoidance of doubt, the Agency Worker is not an employee of the Employment Business although the Employment Business is required to make the Deductions from the Agency Worker’s pay. These Terms shall not give rise to a contract of employment between the Employment Business and the Agency Worker, or the Agency Worker and the Hirer. The Agency Worker is supplied as a worker, and is entitled to certain statutory rights as such, but nothing in these Terms shall be construed as giving the Agency Worker rights in addition to those provided by statute except where expressly stated.

2.3. No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between the Employment Business and the Agency Worker and set out in writing and a copy of the varied terms is given to the Agency Worker no later than 5 business days following the day on which the variation was made stating the date on or after which such varied terms shall apply.

2.4. The Employment Business shall act as an employment business (as defined in Section 13(3) of the Employment Agencies Act 1973 (as amended) when introducing or supplying the Agency Worker for Assignments with its Hirers.

3. ASSIGNMENTS AND INFORMATION TO BE PROVIDED

3.1. The Employment Business will endeavour to obtain suitable Assignments for the Agency Worker to perform the agreed Type of Work. The Agency Worker shall not be obliged to accept any Assignment offered by the Employment Business.

3.2. The Agency Worker acknowledges that the nature of temporary work means that there may be periods when no suitable work is available, and whilst on an assignment the Agency Worker’s hours of work under this contract will at all times be wholly or mostly variable in accordance with the definition of an Irregular Hours worker under the WTR and agrees that:

3.2.1. the suitability of the work to be offered shall be determined solely by the Employment Business; and

3.2.2. the Employment Business shall incur no liability to the Agency Worker should it fail to offer Assignments of the Type of Work or any other work to the Agency Worker.

3.3. At the same time as an Assignment is offered to the Agency Worker the Employment Business shall provide the Agency Worker with an Assignment Details Form setting out the following: For the purposes of the Conduct Regulations:

3.3.1. the identity of the Hirer, and if applicable the nature of their business;

3.3.2. the date the Assignment is to commence and the duration or likely duration of Assignment;

3.3.3. the Type of Work, location and details of hours during which the Agency Worker would be required to work;

3.3.4. the Actual Rate of Pay that will be paid, intervals and any expenses payable by or to the Agency Worker;

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

3.3.6. what experience, training, qualifications and any authorisation required by law or a professional body the Hirer considers necessary or which are required by law to work in the Assignment; and For the purposes of Section 1 of the Employment Rights Act:

3.3.7. any other paid leave such as maternity, paternity or adoption leave;

3.3.8. the details of pension entitlements and pensions schemes; and

3.3.9. any other benefits

3.4. Where the Employment Business does not give such information in paper form or by electronic means, it shall confirm the information by such means by the end of the third business day (excluding Saturday, Sunday and any Public or Bank Holiday) following except where:

3.4.1. the Agency Worker is being offered an Assignment in the same position as one in which the Agency Worker has previously been supplied within the previous 5 business days and such information has already been given to the Agency Worker and remains unchanged; or

3.4.2. subject to clause

3.5, the Assignment is intended to last for 5 consecutive business days or less and such information has previously been given to the Agency Worker before and remains unchanged, the Employment Business needs only to provide written confirmation of the identity of the Hirer and the likely duration of the Assignment.

3.5. Where the provisions of clause

3.4 are met but the Assignment extends beyond the intended 5 consecutive business day period, the Employment Business shall provide such information set out in clause

3.3 to the Agency Worker in paper or electronic form within 8 days of the start of the Assignment.

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

3.7. If, before or during an Assignment or during the Relevant Period, the Hirer wishes to Engage the Agency Worker directly or through another employment business, the Agency Worker acknowledges that the Employment Business will be entitled either to charge the Hirer a Transfer Fee or to agree a Period of Extended Hire with the Hirer at the end of which the Agency Worker may be Engaged directly by the Hirer or through another employment business without further charge to the Hirer. In addition, the Employment Business will be entitled to charge a Transfer Fee to the Hirer if the Hirer introduces the Agency Worker to a third party (other than another employment business) who subsequently Engages the Agency Worker, directly or indirectly, before or during an Assignment or within the Relevant Period.

3.8. If the Agency Worker has completed the Qualifying Period on the start date of the relevant Assignment or following completion of the Qualifying Period during the relevant Assignment, and if the Agency Worker is entitled to any terms and conditions relating to the duration of working time, night work, rest periods and/or rest breaks under the AWR which are different and preferential to rights and entitlements relating to the same under the WTR, any such terms and conditions will be as set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form (as appropriate).

4. AGENCY WORKER’S OBLIGATIONS

4.1. The Agency Worker is not obliged to accept any Assignment offered by the Employment Business but if the Agency Worker does accept an Assignment, then during every Assignment and afterwards where appropriate, s/he will:

4.1.1. co-operate with the Hirer’s reasonable instructions and accept the direction, supervision and control of any responsible person in the Hirer’s organisation;

4.1.2. observe any relevant rules and regulations of the Hirer’s establishment (including normal hours of work) to which attention has been drawn or which the Agency Worker might reasonably be expected to ascertain;

4.1.3. take all reasonable steps to safeguard his or her own health and safety and that of any other person who may be present or be affected by his or her actions on the Assignment and comply with the Health and Safety policies and procedures of the Hirer;

4.1.4. not engage in any conduct detrimental to the interests of the Employment Business and/ or Hirer which includes any conduct which could bring the Employment Business and/or the Hirer into disrepute and/or which results in the loss of custom or business by either the Employment Business or the Hirer;

4.1.5. not commit any act or omission constituting unlawful discrimination against or harassment of any member of the Employment Business's or the Hirer's staff;

4.1.6. not at any time tell or give to any person, nor use for his or her own or any other person’s benefit, any Confidential Information relating to the Hirer’s or the Employment Business’s employees, business affairs, transactions or finances;

4.1.7. on completion of the Assignment or at any time when requested by the Hirer or the Employment Business, return to the Hirer or where appropriate, to the Employment Business, any Hirer property or items provided to the Agency Worker in connection with or for the purpose of the Assignment, including, but not limited to any equipment, materials, documents, swipe cards or ID cards, uniforms, personal protective equipment or clothing.

4.2. if the Agency Worker accepts any Assignment offered by the Employment Business, as soon as possible prior to the commencement of each such Assignment and during each Assignment (as appropriate) and at any time at the Employment Business’s request, the Agency Worker undertakes to:

4.2.1. inform the Employment Business of any Calendar Weeks prior to the date of commencement of the relevant Assignment and/or during the relevant Assignment in which the Agency Worker has worked in the same or a similar role with the relevant Hirer via any third party and which the Agency Worker believes count or may count toward the Qualifying Period;

4.2.2. provide the Employment Business with all the details of such work, including (without limitation) details of where, when and the period(s) during which such work was undertaken, and any other details requested by the Employment Business; and

4.2.3. inform the Employment Business if s/he has prior to the commencement of the relevant Assignment and/or during the relevant Assignment carried out work which could be deemed to count toward the Qualifying Period for the relevant Assignment in accordance with Regulation 9 of the AWR because s/he has:

4.2.3.1. completed two or more assignments with the Hirer;

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

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

4.3. If the Agency Worker is unable for any reason to attend work during the course of an Assignment s/he should inform the Employment Business within 1 hour of the commencement of the Assignment or shift. In the event that it is not possible to inform the Employment Business within these timescales, the Agency Worker should alternatively inform the Hirer and then the Employment Business as soon as possible.

4.4. If, either before or during the course of an Assignment, the Agency Worker becomes aware of any reason why s/he may not be suitable for an Assignment, s/he shall notify the Employment Business without delay.

4.5. The Agency Worker warrants that in relation to these Terms, s/he shall comply strictly with all provisions applicable to him/her under the Data Protection Laws and shall not do or permit to be done anything which might cause the Employment Business or the Hirer to breach any Data Protection Laws.

4.6. The Agency Worker acknowledges that any breach of his/her obligations set out in these Terms may cause the Employment Business to suffer loss and that the Employment Business reserves the right to recover such losses from the Agency Worker.

5. TIMESHEETS

5.1. At the end of each week of an Assignment (or at the end of the Assignment where it is for a period of 1 week or less or is completed before the end of a week) the Agency Worker shall deliver to the Employment Business a timesheet duly completed to indicate the number of hours worked during the preceding week (or such lesser period) and signed by an authorised representative of the Hirer.

5.2. Subject to clause

5.3, the Employment Business shall pay the Agency Worker for all hours worked regardless of whether the Employment Business has received payment from the Hirer for those hours.

5.3. Where the Agency Worker does not submit a properly authenticated timesheet the Employment Business shall, in a timely fashion, conduct further investigations into the hours claimed by the Agency Worker and the reasons that the Hirer has refused to sign a timesheet in respect of those hours. This may delay any payment due to the Agency Worker. The Employment Business will not pay the Agency Worker for hours not worked.

5.4. For the avoidance of doubt and for the purposes of the WTR, the Agency Worker’s working time shall only consist of those periods during which s/he is carrying out activities or duties for the Hirer as part of the Assignment. Time spent travelling to the Hirer’s premises (apart from time spent travelling between two or more premises of the Hirer), lunch breaks and other rest breaks shall not count as part of the Agency Worker’s working time for these purposes. This clause 5.4 is subject to any variation set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form which the Employment Business may make for the purpose of compliance with the AWR.

6. PAY AND DEDUCTIONS

6.1. For each Assignment the Employment Business shall pay to the Agency Worker the Hourly Rate. The Actual Rate of Pay will be notified on a per Assignment basis and set out in the relevant Assignment Details Form.

6.2. If the Agency Worker has completed the Qualifying Period on the start of the relevant Assignment or following completion of the Qualifying Period during the relevant Assignment, the Employment Business shall pay to the Agency Worker the Actual QP Rate of Pay which will be notified on a per Assignment basis and set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form.

6.3. The Hourly Rate, Actual Rate of Pay or Actual QP Rate of Pay, as applicable, will be paid weekly in arrears, subject to any Deductions and or Agreed Deductions, together with any agreed Emoluments. 6.4. Subject to any statutory entitlement under the relevant legislation referred to in clauses 7

(Annual leave) and 8 (Sickness absence) below and any other statutory entitlement, the Agency Worker is not entitled to receive payment from the Employment Business or the Hirer for time not spent on Assignment, whether in respect of holidays, illness or absence for any other reason unless otherwise agreed.

6.5. Subject to compliance with Regulation 12 of the Conduct Regulations, the Employment Business reserves the right in its absolute discretion to deduct from the Agency Worker’s pay any sums which s/he may owe the Employment Business including, without limitation, any overpayments or loans made to the Agency Worker by the Employment Business or any losses suffered by the Employment Business as a result of his/her negligence or breach of either the Employment Business’s or the Hirer’s rules.

6.6. If the Employment Business provides any equipment or clothing to the Agency Worker to be used in the course of an Assignment with the Hirer, the Agency Worker must take reasonable care of the equipment or clothing. Furthermore, the Agency Worker must return any equipment or clothing to the Employment Business upon termination of the Terms or within 3 days of a request from the Employment Business. If the Agency Worker does not comply with the obligations set out in this clause, the Employment Business reserves the right to deduct the cost of replacement equipment or clothing from any sums owed to the Agency Worker. The question of whether the Agency Worker has taken reasonable care of the equipment or clothing will be solely assessed by the Employment Business’s reasonable judgement.

7. ANNUAL LEAVE

7.1. Subject to clause 7.3, the Agency Worker is entitled to paid annual leave according to the statutory minimum as provided by the WTR from time to time. The current statutory entitlement to paid annual leave under the WTR is 5.6 weeks.

7.2. The Agency Worker’s entitlement to payment for annual leave under clause 7.1 accrues in proportion to the amount of time worked by him / her on Assignment during the Leave Year. The Agency Worker does not accrue annual leave when he/she is not on an assignment and on the termination of each assignment, the Agency Worker will be paid his/her accrued entitlement to leave during the assignment with his/her final pay from each assignment. Payment of accrued entitlement to annual leave will be reflected on the Agency Worker’s final payslip on the termination of each assignment.

7.3. Under the AWR, on completion of the Qualifying Period the Agency Worker may be entitled to paid and/or unpaid annual leave in addition to the Agency Worker's entitlement to paid annual leave under the WTR and in accordance with clauses 7.1 and 7.2. If this is the case, any such entitlement(s), the date from which any such entitlement(s) will commence and how payment for such entitlement(s) accrues will be as set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form.

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

7.5. If the Agency Worker wishes to take paid annual leave during an Assignment s/he should notify the Employment Business of the dates of his/her intended absence giving notice of at least twice the length of the period of annual leave that s/he wishes to take. In certain circumstances the Employment Business may require the Agency Worker to take paid annual leave at specific times or notify the Agency Worker of periods when paid annual leave cannot be taken. Where the Agency Worker has given notice of a request to take paid annual leave in accordance with this clause, the Employment Business may give counter-notice to the Agency Worker to postpone or reduce the amount of leave that the Agency Worker wishes to take. In such circumstances the Employment Business will inform the Agency Worker in writing giving at least the same length of notice as the period of leave that it wishes to postpone or reduce it by.

7.6. Subject to clause 7.3, the amount of payment which the Agency Worker will receive in respect of periods of annual leave taken during an Assignment will be calculated in accordance with and paid in proportion to the amount of annual leave they have accrued whilst on the assignment. This will be based on the number of hours which the Agency Worker has worked on Assignment.

7.7. Subject to clause 7.3, during any Assignment during the first Leave Year, the Agency Worker is entitled to request leave at the rate of one-twelfth of the Agency Worker’s total holiday entitlement in each month of the leave year, provided the Agency has not opted to pay rolled up holiday pay.

7.8. Except where this clause is amended by the Assignment Details Form, where a bank holiday or other public holiday falls during an Assignment and the Agency Worker does not work on that day, then subject to the Agency Worker having accrued entitlement to payment for leave in accordance with clause 7.2 or clause 7.3 (if applicable) the Agency Worker may, upon giving the notice in clause 7.5, take a bank holiday or other public holiday as part of his/her paid annual leave entitlement.

7.9. Where these Terms are terminated by either party, the Agency Worker shall repay to the Employment Business an amount in respect of any holiday periods taken in excess of the holiday entitlement for that year and the Agency Worker hereby authorises the Employment Business to take repayment of such monies by way of deduction from any final payment owed to the Agency Worker.

8. SICKNESS ABSENCE

8.1. The Agency Worker may be eligible for statutory sick pay (SSP) provided that s/he meets the relevant statutory criteria.

8.2. The Agency Worker must give the Employment Business evidence of incapacity to work, which may be by way of a self-certificate for the first 7 days of incapacity and a doctor’s certificate thereafter.

8.3. For the purposes of SSP there is one qualifying day per week during the course of an Assignment and that qualifying day shall be the Wednesday in every week.

8.4. If the Agency Worker submits a statement of fitness for work (“the Statement”) or similar medical evidence, which indicates that the Agency Worker may, subject to certain conditions, be fit to work/return to work, the Employment Business will in its absolute discretion determine whether the Agency Worker will be (a) placed in a new Assignment or (b) permitted to continue in an ongoing Assignment. In making such determination the Employment Business may consult with the Hirer and the Agency Worker as appropriate to assess whether the conditions identified in the Statement or similar documentation can be satisfied for the duration of the Assignment.

8.5. Where clause 8.4 applies, the Agency Worker’s placement in a new Assignment or continuation in an ongoing Assignment may be subject to the Agency Worker agreeing to a variation of the Terms or the assignment details set out in the Assignment Details Form to accommodate any conditions identified in the Statement or other similar medical evidence as is appropriate.

9. TERMINATION

9.1. Any of the Employment Business, the Agency Worker or the Hirer may terminate the Agency Worker’s Assignment at any time without prior notice or liability.

9.2. The Agency Worker acknowledges that the continuation of an Assignment is subject to and conditioned by the continuation of the contract entered into between the Employment Business and the Hirer. If the contract between the Employment Business and the Hirer is terminated for any reason, the Assignment shall cease with immediate effect without liability to the Agency Worker (except for payment for hours worked by the Agency Worker up to the date of termination of the Assignment).

9.3. If the Agency Worker does not tell the Hirer or the Employment Business that they are unable to attend work during the course of an Assignment (as required in clause 4.3) this will be treated as termination of the Assignment by the Agency Worker in accordance with clause 9.1, unless the Agency Worker can show that exceptional circumstances prevented him or her from complying with clause 4.3.

9.4. If the Agency Worker is absent during an Assignment and the Assignment has not been otherwise terminated under clauses 9.1 or 9.3 above, the Employment Business will be entitled to terminate the Assignment in accordance with clause 9.1 if the work to which the Agency Worker was assigned is no longer available.

9.5. If the Agency Worker does not report to the Employment Business to notify his/her availability for work for a period of 6 weeks, this contract for services will automatically terminate and the Employment Business will forward his/her P45 to his/her last known address.

9.6. On the termination of the Agency Worker’s Assignment, the Agency will pay the Agency Worker all holiday accrued but not taken during the Assignment in accordance with WTR.

10. INTELLECTUAL PROPERTY RIGHTS

The Agency Worker acknowledges that all copyright, trademarks, patents and other intellectual property rights deriving from services carried out by him/her for the Hirer during the Assignment shall belong to the Hirer. Accordingly, the Agency Worker shall execute all such documents and do all such acts as the Employment Business shall from time to time require in order to give effect to its rights pursuant to this clause. 

11. CONFIDENTIALITY

11.1.In order to protect the confidentiality and trade secrets of any Hirer and the Employment Business and without prejudice to every other duty to keep secret all information given to it or gained in confidence the Agency Worker agrees as follows:

11.1.1. not at any time, whether during or after an Assignment (unless expressly so authorised by the Hirer or the Employment Business as a necessary part of the performance of its duties) to disclose to any person or to make use of any of the trade secrets or the Confidential Information of the Hirer or the Employment Business with the exception of information already in the public domain;

11.1.2. to deliver up to the Hirer or the Employment Business (as directed) at the end of each Assignment all documents and other materials belonging to the Hirer (and all copies) which are in its possession including documents and other materials created by him/her during the course of the Assignment; and 11.1.3. not at any time to make any copy, abstract, summary or précis of the whole or any part of any document or other material belonging to the Hirer except when required to do so in the course of its duties under an Assignment in which event any such item shall belong to the Hirer or the Employment Business as appropriate.

12. DATA PROTECTION

The Agency Worker acknowledges that the Employment Business must process personal data about him/her in order to properly fulfil its obligations under these Terms and as otherwise required by law in relation to his/ her engagement in accordance with the Data Protection Laws. Such processing will principally be for personnel, administrative and payroll purposes.

13. SEVERABILITY

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

14. NOTICES

All notices which are required to be given in accordance with these Terms shall be in writing and may be delivered personally or by first class prepaid post to the registered office of the party upon whom the notice is to be served or any other address that the party has notified the other party in writing, including by email. Any such notice shall be deemed to have been served: if by hand when delivered; if by first class post 48 hours following posting; and if by email, when that email is sent.

15. RIGHTS OF THIRD PARTIES

None of the provisions of these Terms are intended to be for the benefit of or enforceable by third parties and the operation of the Contracts (Rights of Third Parties) Act 1999 is excluded.

16. GOVERNING LAW AND JURISDICTION

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

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

For the purpose of the definition of "Qualifying Period" in clause 1.1 of these Terms, when calculating whether any weeks completed with the Hirer count as continuous towards the Qualifying Period, where:

a) the Agency Worker has started working during an assignment and there is a break, either between assignments or during an assignment, when the Agency Worker is not working;

b) the break is:

(i) for any reason and not more than six Calendar Weeks;

(ii) wholly due to the fact that the Agency Worker is incapable of working in consequence of sickness or injury and the break is 28 Calendar Weeks or less; paragraph (iii) does not apply; and, if required to do so by the Employment Business, the Agency Worker has provided such written medical evidence as may reasonably be required;

(iii) related to pregnancy, childbirth or maternity and is at a time in a protected period, being a period beginning at the start of the pregnancy and ending at the end of the 26 weeks beginning with childbirth (being the birth of a living child or the birth of a child whether living or dead after 24 weeks of pregnancy) or, if earlier, when the Agency Worker returns to work;

(iv) wholly for the purpose of taking time off or leave, whether statutory or contractual, to which the Agency Worker is otherwise entitled which is:

i. ordinary, compulsory or additional maternity leave;

ii. ordinary or additional adoption leave;

iii. ordinary or additional paternity leave; iv. time off or other leave not listed in paragraphs(iv)i, ii, or iii above; or v. for more than one of the reasons listed in paragraphs (iv)i, ii, iii to iv above;

(v) wholly due to the fact that the Agency Worker is required to attend at any place in pursuance to being summoned for service as a juror and the break is 28 Calendar Weeks or less;

(vi) wholly due to a temporary cessation in the Hirer's requirement for any worker to be present at the establishment and work in a particular role for a pre-determined period of time according to the established custom and practices of the Hirer;

(vii) wholly due to a strike, lock-out or other industrial action at the Hirer's establishment; or (viii) wholly due to more than one of the reasons listed in paragraphs (ii), (iii), (iv), (v), (vi) or (vii); and

c) the Agency Worker returns to work in the same role with the Hirer, any weeks during which the Agency Worker worked for the Hirer before the break shall be carried forward and treated as counting towards the Qualifying Period with any weeks during which the Agency Worker works for the Hirer after the break. In addition, when calculating the number of weeks during which the Agency Worker has worked, where the Agency Worker has started working in a role during an Assignment and is unable to continue working for a reason described in paragraph (b)(iii) or (b)(iv)i., ii., or iii., for the period that is covered by one or more such reasons, the Agency Worker shall be deemed to be working in that role with the Hirer for the original intended duration or likely duration of the relevant Assignment, whichever is the longer. For the avoidance of doubt, time spent by the Agency Worker working during an assignment before 1 October 2011 does not count for the purposes of the definition of "Qualifying Period".

"Temporary Work Agency" means as defined in Regulation 4 of the AWR being a person engaged in the economic activity, public or private, whether or not operating for profit, and whether or not carrying on such activity in conjunction with others, of:

a) supplying individuals to work temporarily for and under the supervision and direction of hirers; or b) paying for, or receiving or forwarding payment for, the services of individuals who are supplied to work temporarily for and under the supervision and direction of hirers.

Notwithstanding paragraph (b) of this definition a person is not a Temporary Work Agency if the person is engaged in the economic activity of paying for, or receiving or forwarding payments for, the services of individuals regardless of whether the individuals are supplied to work for hirers. For the purpose of this definition, a "hirer" means a person engaged in economic activity, public or private, whether or not operating for profit, to whom individuals are supplied, to work temporarily for and under the supervision and direction of that person.     

*Please ensure when uploading documents that all four corners are showing and the picture is taken from a birds eye view with no glare or information covered*

PROOF OF IDENTITY

 Valid Passport or

Birth Certificate (British only)

BRP Card front and back (Non British Only)

NOT ACCEPTED -

Citizen Cards

Driving Licences

NATIONAL INSURANCE NUMBER

National Insurance Card

National Insurance Letter

Letter from HMRC, DwP, Jobcentre with full, visible letterheads

p45, p60, p11 or p40 Letters

Screenshot of GOV website or Job Centre communications. (Image must include all relevant information including company logo)

Back of BRP Card if included

NOT ACCEPTED-

Payslips.

-Letters that redact NI number

* If you are still waiting your NI number, please add your reference number.

PROOF OF ADDRESS

Provisional or Full driving licence

Any letter (picture in full) with matching name and address

Most common:

-Bank Statement

Tenancy Agreement

Utility Bills

Phone Contract

Council Bill

Government Body Letter

NOT ACCEPTED -

Picture of the front of your residence

Front of envelope

 Welcome to Sky Recruitment Solution’s Recruitment Worker Handbook

I am pleased to welcome you to Sky Recruitment Solutions and would like to take this opportunity to outline some of our key values, and standards of practice.

We rely on workers like you to understand your role, the rules for working with us, and most importantly, we want you to be happy and content. Workers like you are a huge part of our vision – with us all demonstrating impeccable levels of conduct and performance, we can meet our client’s requirements!

We will provide you with a safe, secure and happy working environment, and we can help you reach your full potential. This Handbook contains all the information you will need when working with Sky Recruitment Solutions. Further information on our Policies and Procedures is also available in our offices.

As always, if you have any questions, just give us a call or come to the office and speak to one of our friendly staff members.

Kind regards,

David Torrington Managing Director

Equal Opportunities & Diversity

We embrace diversity and aim to promote the benefits of diversity in all of our business activities. We seek to develop a business culture that reflects this belief. We will expand the media in which we recruit to ensure that we have a diverse employee and candidate base. We will also strive to ensure that our clients meet their diversity targets.

A full copy of our Equal Opportunities & Diversity Policy is available at your request

Availability

We will contact you regularly to check your availability, however, we understand that things may change, so please keep in touch and keep us updated on your availability or if your circumstances have changed.

Working Hours

You will be paid in full for the hours that you work. All hours you work must be correctly recorded, in line with the client’s requirements. Full details on how you record your hours will be provided in your Induction. It’s your responsibility to follow the correct procedure when recording hours, because failure to do so may result in a delay in your payment processing. You will have shifts dependent on the clients’ needs, but you will be entitled to your statutory rest breaks and rest periods between your shifts. You are entitled to breaks during your shift, including at least 20 minutes for 6 hours worked, 11 hours between shifts and 1 day off per week (or 2 days every 14).

Pay

You will be paid weekly, with a payment of one week in arrears. Payments are made into a bank account in your name only. We cannot pay wages into another person’s bank account on your behalf. If you do not have your own personal bank account, please speak to a consultant who may be able to assist you in opening up an alternative payment card or you may be able to source your own payment card or online bank account. The money will go into your account by Friday each week, please allow up until 6pm for the funds to hit your account.

National Minimum Wage/National Living Wage

You will be paid at the rate detailed in your Assignment Details Schedule, and this rate will always be at least equivalent to the National Minimum Wage/National Living Wage.

Pay Slip

You will be provided with an itemised payslip every week, which will show your hours worked, and any deductions, such as Income Tax, or National Insurance. Your payslips are available online. Please make sure that you provide your email address correctly to our consultants. If you have any difficulty in accessing your payslip, or you need to change your email address, please let us know. If you are unable to access your payslip and would prefer a printed copy, please let us know.

Pay Queries

If you think there is an error on your payslip, or you think you have been paid incorrectly please let us know. You must provide information to support your claim and we will then conduct an investigation. If a correction is required, this will normally be made during the following pay period.

Income Tax and National Insurance

You will typically pay Income Tax and National Insurance on your wages. You have a set amount you earn first per year, which is all yours – your Personal Allowance. Once you earn more than this, you will have to pay a percentage of your earnings on Income Tax and National Insurance – which goes towards the government, to pay for public services.

If you need to obtain a National Insurance Number, our consultants will be able to help you in arranging this.

Holidays

You are entitled to paid holidays for hours worked. You accrue holiday for hours worked, so for every hour you work, you will earn some holiday. This builds up to a maximum of 28 days per year and for every full week you work, you accrue approximately 0.53 days. If you work less than full-time hours, you earn holiday pro-rata to the number of hours worked. We will let you know how much holiday you have accrued. You must be aware of your holiday accrual, and ensure you take your holiday. If you do not take your holiday before your holiday year ends (1st January-31st December, subject to client’s holiday policies) you may lose your holiday. It is your responsibility to ensure you take your holidays before the end of the holiday year. Holiday accrued in the last week of the holiday year will be allowed to be carried over into the next holiday year.

Booking Holiday

A holiday can be taken as half or full days. If you wish to take annual leave, please submit your holiday request in writing (either by email or text) to your consultant; your consultant will advise if your request has been authorised. You must request your holiday within a 7-day notice period. There may be occasions when due to operational reasons, we may be unable to authorise holiday, particularly if you do not give enough notice. If the holiday is not authorised, any absence will be deemed as unauthorised and may lead to disciplinary action.

Holidays can only be requested on days that you would ordinarily work (e.g. if you ordinarily work 2 days per week you can only take 2 days holiday in a week). It is your responsibility to ensure you book and take all accrued holiday before the end of your holiday year.

Overtime

On occasion you may be asked to work overtime, please note this is never compulsory and you will always have the choice as to whether to accept any overtime hours

Absence/Lateness

If you have accepted an assignment, and been booked onto work, you have a duty to attend work. If you are unable to attend work, or you are running late for work, you must inform your consultant as soon as possible and preferably, at least 2 hours before the start of your shift. Unauthorised absence is not permitted. The correct procedure must be followed if you are unable to attend work or complete a work shift/day.

Disciplinary & Grievance

The Disciplinary & Grievance procedures are designed to help and encourage all workers to achieve and maintain appropriate standards of conduct, attendance and job performance. The company rules and these procedures apply to everyone. Failure to maintain these standards may lead to disciplinary action. A full copy of our Disciplinary & Grievance policy is available at your request.

Worker Rights

You have the right to join a trade union of your choosing and suffer no adverse consequences of your application of this right. You also have protection from unfair treatment and discrimination. If you feel you have any issues or are not able to access any of your statutory rights, you must contact a business manager.

Sickness If you are absent from work for 4 days or more, you may be entitled to Statutory Sick Pay. You must meet certain criteria to be eligible for sick pay. It’s not payable for the first 3 days, but payable after that for a maximum of 28 weeks. For up to 7 days, you must complete a Self-Certification Form. After 7 days, you must see a doctor and obtain a Fit Note, giving a copy to our office.

Pension

If you meet the criteria to qualify as an Eligible Jobholder, you will be automatically enrolled into our payroll provider’s scheme in accordance with the Pensions Act 2008. Details on the scheme will be provided when you join. The Pension Provider will provide all documentation which will include details of how to cancel this arrangement if you wish.

Maternity/Paternity/Shared Paternity Pay and Adoption Pay

If you meet the eligibility criteria, you will be entitled to Statutory Maternity Pay for a period of 39 weeks after the birth of your baby. If you are pregnant, you can still continue to work for Sky Recruitment Solutions however, you must notify us, in order for us to ensure it’s safe for you to continue working whilst you are pregnant. When you receive it, you must also provide us with a copy of your MATB1 form. You may also be entitled to other benefits such as Paternity Pay, Shared Paternity Pay and Adoption Pay – please ask a staff member for further information.

Conduct Requirements

When on assignment, you are representing Sky Recruitment Solutions, and you are expected to comply with our conduct and behaviour rules. Failure to do so may result in your assignment and contract with Sky Recruitment Solutions being ended. You must: • Be on time and ready to start work, if you are going to be late, please call us.

• Conduct and present yourself appropriately and professionally.

• Follow instructions from your supervisor or manager.

• Meet standards of work, targets and performance requirements.

• Comply with health & safety requirements.

• Be honest at all times.

• Treat others as you would like to be treated, with respect and courtesy.

• Inform Sky Recruitment Solutions of any change in circumstances to your health, criminal or professional status.

If you are found to have committed any of the following, your assignment and contract with Sky Recruitment Solutions may be ended with immediate effect.

· Theft or fraud · Violence · Bullying, harassment or discrimination

· Illegal drug use or alcohol use at work

· Insubordination

· Breach of confidence

· Some other serious reason

· Exploitation of workers (Modern Slavery)

Complaints

We are committed to ensuring that all workers are safe when on assignment with our clients. If you are experiencing something that is making you unhappy or feels unsafe at work, you must let us know. Behaviour like bullying, violence, aggression, racism or similar are not tolerated and will be investigated. You must come and speak to us if you feel something like this is happening to you. Remember, if you see anything like this happening to someone else, you must let us know. If you have a complaint, please speak to one of our staff. We will always listen to your concerns and help you resolve them.

Health & Safety

We have a legal duty to ensure that you’re safe and not subject to hazards when you’re working on an assignment. We will ensure that you’re provided with all of the information you will need to know to ensure you can perform your job safely. You must make sure you do the following, to protect yourself and others. You must make sure you do the following, to protect yourself and others

· Follow safe working methods

· Only use equipment you’re trained to use, and use it properly and safely

· Follow all safety warning notices and signs

· Report any defects with machinery or work equipment

· Report all accidents! No matter how small they may seem, to your supervisor.

· Keep your workplace clean and tidy

· Don’t smoke in prohibited areas

You will receive a full briefing, including training on health and safety standards, and manual handling in your Induction.

Hygiene Standards

You must make sure you follow all hygiene rules when working on client sites. This is to ensure you’re working safely, and if you’re working in certain areas, such as production, to ensure the end product is safe You must:

· Shower, bathe or wash daily

· Regularly wash your hair, including any facial hair

· Keep your fingernails short and clean

· Have a clean change of clothes every day

· Wash your hands frequently – and always after going to the toilet · Wash your hands after you cough, sneeze or blow your nose

Workplace Search

To ensure your safety at all times when on assignment, if there is an emergency or a serious event, your personal property (such as your lockers or bags) may be searched. This would only happen in a serious emergency, including illegal actions such as drug use, or theft.

You are expected to comply with client’s policies in respect of agreeing to searches when necessary. These may include random searches.

Smoking

Smoking is only permitted in designated areas

Fire Safety

You must adhere to the client’s requirements when working on an assignment, and make sure you understand the evacuation procedure, and what to do in the event of a fire.

Mobile Phones

Every client site will have its own mobile phone policy which you will be expected to adhere to. In most instances, you will not be allowed to use your mobile phone during working hours unless on a break. If you are expecting an urgent call, please let us know and we will discuss this with the client to ensure this isn’t flagged as a problem.

Emails/Internet

If you have access to the internet at work, please under no circumstances use our client’s email or internet for personal use, this includes Facebook, Twitter or any other social media sites.

Alcohol and drugs

Attending work unfit or whilst providing additional services (for example driving of company vehicles) as a result of the consumption of alcohol or illegal drugs is not permitted and may be treated as gross misconduct.

If you have a health problem that could be misinterpreted as intoxication (for example diabetic coma or epileptic seizures), or if you are taking medication that may have side effects similar in appearance to intoxication, you must ensure that you make this known to us . You must inform us of any prescribed medication that may have an effect on your ability to carry out work safely and must follow any instructions subsequently given. Drugs that may cause drowsiness must not be used whilst at work or in any way that may affect your performance at work Many of our clients have drug and alcohol policies that apply to all workers under their control. This means that their policies will also apply to you whilst working on assignments and in particular could include random, routine or targeted testing. You should be aware of this possibility and must co-operate with such policies fully. Failure to comply with policy or to permit testing could result in the immediate removal from the assignment and the non-compliance reported to Sky Recruitment Solutions, where we will instigate an investigation which could lead to disciplinary action. If you have concerns about a fellow worker, please let a member of staff know.

Sexual Harassment

Sky Recruitment Solutions is committed to a workplace free from sexual harassment. Unwanted sexual conduct creating an intimidating or offensive environment is not tolerated.

Examples:

• Unwanted touching or advances

• Sexual comments or jokes

• Sharing explicit materials

• Threats or rewards for sexual favours

Reporting & Investigation: Report incidents to a manager or HR. All complaints are confidential and will be investigated promptly. Offenders face disciplinary action, including termination.

Right to Work

Sky Recruitment Solutions ensures compliance with legal work requirements. All workers must provide valid documentation before starting employment.

Required Documents:

• Passport, national ID, or biometric residence permit

• UK birth certificate with NI proof

Verification & Compliance: Documents are checked, retained, and reviewed for validity. False information results in termination and possible legal action.

Worker Responsibility: Inform us of any immigration status changes. Failure to do so may lead to suspension or termination. For questions, contact a consultant or HR.

Accident Reporting

If you have an accident at work, you must report it to your nearest supervisor/first aider as soon as it is safe to do so. All accidents and near misses, no matter how small, must be reported to the duty First Aider/Supervisor. Do not leave the site following an accident unless you have reported the incident to a First Aider/Supervisor. You must also inform a Sky Recruitment Solutions staff member as soon as possible. Any first aid or medical attention should be administered by qualified people and recorded in the Accident Book.

Data Protection

To provide you with work, we have to process personal information. The way we use your information is governed by the General Data Protection Regulations (GDPR). For more details on the type of information, we store, please speak to your consultant.

Leaving Sky Recruitment Solutions

If you wish to terminate your assignment then Sky Recruitment Solutions will require 24 hours notice.

Preventing Exploitation

Sky Recruitment Solutions is committed to ensuring no worker is subject to any unfair, inhumane or illegal treatment – including careful management of our supply chain, to ensure no worker has to pay any form of job finding fee or any other illegal payment. You’re important in this process – if something is happening to you, or a colleague, or a friend we are here to support you – you must let us know if:

· You have had to pay someone to find work with Sky Recruitment Solutions.

· You’ve had your passport, or other ID documents, taken away and not returned

· Your bank card is being held by someone else, or you’re not allowed to access your wages freely

· You’re not allowed to move freely

· Someone is threatening you or subjecting you to violence or abusive behaviour ·

You’re being forced to live somewhere you don’t want to

You must report any of the above issues to a member of our staff

 You can also speak to the authorities

· Gangmaster’s Labour Abuse Authority (GLAA) on 0800 432 0804

· Modern Slavery Helpline on 08000 121 700 ·

If you’re in serious trouble, call the Police on 101

And if you are in serious, immediate danger

· Call the Police on 999

Mental Health First Aid

At Sky Recruitment Solutions, your mental health is of utmost importance to us.

We understand that everyone faces challenges, and to support you in times of need, we have trained Mental Health First Aiders across the business who are available for you to reach out to at any time.

We encourage you to contact your account manager in the first instance to discuss which Mental Health First Aider may be the best fit for your needs.

 Additionally, we would like to guide you to several mental health websites that are accessible free of charge, providing you with resources and support.

Remember, you are not alone—our dedicated staff are here for you, ready to listen and help.

NHS Stress tool kit - www.nhs.uk/mental-health/self-help/guides-tools-and-activities/

Mind charity - www.mind.org.uk

Getselfhelp.co.uk - www.getselfhelp.co.uk

Hub of Hope – www.hubofhope.co.uk

JAAQ – www.jaaq.org/home 

Name of Sky Recruitment Solutions Representative: Hannah Blount – Head Office Manager

Date: 31/10/2024