1. Date *

2. 1. Do you have any health problems or disability (physical or psychological) which may affect your work or would you require any adjustments to your workplace, equipment, or working practices? *

3. If yes, please provide details:

4. Declaration

I confirm that, to the best of my knowledge, the answers given above are true and correct. I also confirm that I have read and understood the guidance notes before making this declaration and understand that failure to disclose any relevant information may result in disciplinary action, including dismissal.

Declaration signed by:

*

5. Signature *

1. Date: *

2. 48 Hours Opt-Out Agreement

For use with Terms of Engagement for Temporary Workers

1. DEFINITIONS

1.1. In this Agreement, the following definitions apply:

• Assignment – the period during which the Worker is engaged to render services to the Client.

• Client – the person, firm or corporate body engaging the services of the Worker.

• Employment Business – The Results People, Space2Work Warrington, Winwick Quay, Unit 15 FF, Warrington, WA2 8LT

• Working Week – an average of 48 hours each week, calculated over a 17-week reference period.

1.2. References to the singular include the plural, and references to the masculine include the feminine and vice versa.

1.3. The headings used in this Agreement are for convenience only and do not affect its interpretation.

2. RESTRICTIONS

2.1. Under the Working Time Regulations 1998, the Temporary Worker is not permitted to work on an Assignment with the Client in excess of the Working Week unless they provide written consent that this limit shall not apply.

3. CONSENT

3.1. The Temporary Worker hereby agrees that the 48-hour weekly limit shall not apply to any Assignment undertaken 

4. WITHDRAWAL of CONSENT

4.1. The Temporary Worker may withdraw their consent by giving the Employment Business two (2) weeks’ written notice.

4.2. For clarity, such notice shall not be interpreted as termination of an Assignment with a Client.

4.3. Upon expiry of the notice period stated in clause 4.1, the 48-hour weekly limit shall apply with immediate effect.

5. THE LAW

5.1. The holiday year shall run from the Temporary Worker’s start date, over a 12-month period

 A minimum of 4 weeks’ holiday must be taken within the first 12 months.

 Any unused holiday entitlement may be carried over to the second year, up to a maximum of 1.6 weeks.

Agreement

I hereby confirm that I have read, understood, and agree to the terms of this 48 Hours Opt-Out Agreement.

Full Name:

*

3. Signature: *

4. The Results People Terms of Engagement

1. DEFINITIONS

1.1 In these Terms of Engagement the following definitions apply:- "Assignment" means the period during which the Temporary Worker is supplied to render services to the Client; "client" means the person, firm or corporate body requiring the services of the Temporary Worker (together with any subsidiary or associated company as defined by the Companies Act 1985); "Employment Business" means The Results People as indicated below*

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.

2. THE CONTRACT 

2.1 These Terms constitute a contract for services: between the Employment Business and the Temporary Worker and they govern all Assignments undertaken by the Temporary Worker; However, no contract shall exist between the Employment Business and the Temporary Worker between Assignments

2.2 No variation or alteration of these Terms shall be valid unless approved by the Employment Business in writing.

3. ASSIGNMENTS

3.1 The Employment Business will endeavour to obtain suitable Assignments for the Temporary Worker 

3.2 The Temporary Worker acknowledges that the nature of temporary work means that there may be periods when no suitable work is available and agrees; that suitability shall be determined solely by the Employment Business; and that the Employment Business shall incur no liability to the Temporary Worker should it fail to offer opportunities to work In the above category or in any other category

3.3 For the purpose of calculating the average number of weekly hours worked by the Temporary Worker on an Assignment, the start date for the relevant averaging period under the Working Time Regulations shall be the date on which the Temporary Worker commences the first Assignment. If, before the first Assignment or within the Relevant Period the Client wishes to employ the Temporary Worker direct or through another employment business, the Temporary Worker acknowledges that the Employment Business will be entitled either to charge the Client a fee or to agree an extension of the hiring period with the Client at the end of which the Temporary Worker may be engaged directly by the Client or through another employment business without further charge to the Client. In addition, the Employment Business will be entitled to charge a fee to the Client if the Client introduces the Temporary Worker to a third party who subsequently engages the Temporary Worker within the Relevant Period

4. REMUNERATION 

4.1 The Employment Business shall pay to the Temporary Worker remuneration calculated at a minimum of the prevailing national minimum wage. The actual rate will be notified on a per Assignment basis, for each hour worked during an Assignment (to the nearest quarter hour) to be paid weekly in arrears, subject to deductions in respect of PAYE pursuant to Section 134 of the Income and Corporation Taxes Act 1988 and Class 1 National Insurance Contributions and any other deductions which the Employment Business may be required by law to make.

4.2 Subject to any statutory entitlement under the relevant legislation, the Temporary Worker is not entitled to receive payment from the Employment Business or Clients for time not spent on Assignment, whether in respect of holidays, Illness or absence for any other reason unless otherwise agreed.

5. STATUTORY LEAVE 

5.1 The holiday year runs from 1st April to 31st March. Any unused holiday entitlement will expire at the end of the holiday year and cannot be carried over.

5.2 The Temporary Worker is entitled to the statutory minimum paid holiday entitlement. Any variation to this entitlement will reflect the statutory minimum applicable during any period of work undertaken.

5.3 Entitlement to paid leave accrues proportionally based on the time worked continuously by the Temporary Worker during the holiday year. Holiday pay will be calculated in accordance with the number of hours worked on the Assignment and will be based on the Client’s standard working hours, excluding any hours that attract overtime rates.

5.4 Where a Bank Holiday or other public holiday falls during an Assignment and the Temporary Worker does not work on that day, it shall count towards the Temporary Worker’s paid annual leave entitlement.

5.5 If this contract is terminated by either party and a P45 is requested, the Temporary Worker shall be entitled to payment in lieu of accrued but untaken holiday, calculated in accordance with clause 5.3.

6. SICKNESS ABSENCE

6.1 The Temporary Worker may be eligible for Statutory Sick Pay (SSP), provided they meet the relevant statutory criteria

6.2 For the purposes of the SSP scheme, the qualifying day during each week of an Assignment shall be Wednesday.

7. TIMESHEETS

7.1 At the end of each week of an Assignment (or upon completion, if the Assignment is shorter than a week), the Temporary Worker must submit a completed timesheet indicating the hours worked. The timesheet must be signed by an authorised representative of the Client

7.2 Subject to clause 7.3, the Employment Business shall pay the Temporary Worker for all hours worked, regardless of whether payment has been received from the Client

7.3 If the Temporary Worker fails to submit a properly signed timesheet, the Employment Business will investigate the hours claimed. This may delay payment. No payment will be made for hours not worked

7.4 For the purposes of the Working Time Regulations, the Temporary Worker's working time includes only those periods in which they are actively carrying out duties for the Client. Time spent travelling to the Client’s premises, lunch breaks, and other rest breaks do not count as working time.

8. CONDUCT of ASSIGNMENTS

8.1 The Temporary Worker is not obliged to accept any Assignment. However, if accepted, they shall during the Assignment, and where appropriate thereafter:

8.1.1 Co-operate with the Client’s reasonable instructions and comply with the direction, supervision, and control of the Client

8.1.2 Observe the Client’s rules and regulations, including working hours, as may be reasonably expected or communicated.

8.1.3 Adhere to the Client’s normal working hours, unless alternative arrangements are made

8.1.4 Take reasonable steps to safeguard their own health and safety and that of others and comply with the Client’s health and safety policies.

8.1.5 Not engage in conduct detrimental to the Client’s interests

8.1.6 Not disclose or use any confidential information relating to the Client or Employment Business, either during or after the Assignment.

8.2 If the Temporary Worker is unable to attend work, they must inform the Client or Employment Business within one hour of the scheduled start time.

8.3 If the Temporary Worker becomes aware, either before or during an Assignment, that they may be unsuitable for the role, they must notify the Employment Business immediately.

9. TERMINATION

9.1 The Employment Business or Client may terminate an Assignment at any time without prior notice or liability, terminate the Temporary Worker's Assignment at any time.

9.2 The Temporary Worker may also terminate an Assignment at any time without prior notice or liability.

9.3 Failure to notify the Client or Employment Business of an absence in accordance with clause 8.2 may be treated as a termination by the Temporary Worker under clause 8.2, unless exceptional circumstances can be shown.

9.4 If the Temporary Worker is absent and the Assignment is not otherwise terminated, the Employment Business may terminate the contract in accordance with clause 9.1 if the work is no longer available.

9.5 If the Temporary Worker does not contact the Employment Business to confirm availability for work for a period of three weeks, a P45 will be issued and sent to their last known address.

10. GOVERNING LAW

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

Name:

*

1. Date *

2. I confirm that the information I have provided is accurate and complete. I acknowledge that I have received and read a copy of The Results People - Temporary Workers Terms of Engagement.

I understand that providing misleading, false, or unsatisfactory information may result in rejection of my application or, if already employed, may lead to dismissal.

I also confirm that:

-All personal and banking details provided are correct.

- The Results People will not be held responsible for any issues arising from incorrect bank information supplied by me.

- I consent to The Results People sharing my information with third parties where necessary for work-related purposes.

3. Signed By: *

4. Signature *

1. Date *

2. Name *

3. A night worker is an employee who is scheduled to work at least three hours of his/her daily working time during nighttime on the majority of days on which he/she is scheduled to work. Nighttime is defined as the period between 11 pm and 6 am.


Night workers are entitled to a voluntary health assessment to check whether they are fit for the work required. Very few health problems will prevent people being able to work at night, and where there is a medical problem that could be relevant, it will almost always be possible for the person to be able to work during night hours with suitable modifications to their treatment programme.

The purpose of the questionnaire is to ask whether you have any health problem that could be affected by night work, so that where necessary an appropriate medical review can be arranged. The questionnaire will be confidential to the Company’s Occupational Health Adviser (It is advisable to identify a local Occupational Health Adviser – or to use the area NHS Occupational Health Service) but a report on your fitness will be provided to your manager who is responsible for work assignments and for the arrangements for health and safety at work.

Please complete the form and tick the appropriate box for the questions listed; if you have any other condition that you believe should be considered, please write brief details at the bottom of the page or continue a separate sheet of paper

4. Have you had any medical problems in the past that have prevented you from working at night? *

5. Are you diabetic? *

6. Are you experiencing angina or other heart problems that may impact your fitness? *

7. Have you had duodenal or stomach ulcers in the past, or are you under treatment for those at present? *

8. Have you had any continuing bowel problems, for instance,  following major surgery? *

9. Do you have any chronic chest problems such as asthma, emphysema or bronchiectasis? *

10. Do you have any disability that affects your mobility and may cause difficulties in arranging night work? *

11. Do you have any recurrent or continuing sleep disturbance requiring medical advice? *

12. Are you having specialist care requiring your attendance at hospital clinics for treatment? *

13. Do you have any other health problem that affects your fitness for night work? *

14. Are you taking any medication to a strict timetable? *

15. Please give the names of any prescribed medications that you take regularly:

16. Please give any further details that you would like to bring to our attention.

17. Signature *

1. I confirm that Ideal Recruit has provided the required PPE free of charge if I did not already possess it.

I understand that the following PPE items are mandatory and must be worn at all times while on site, in accordance with warehouse safety rules:

- Hi-vis vest/jacket

- Safety footwear/boots All PPE provided by Ideal Recruit must be returned to the company at the end of my assignment.

Failure to return issued items will result in the following deductions:

- £5 for a hi-vis vest

- £15 for safety footwear

1. Date *

2. Name: *

3.