This Statement, together with the Employee
Handbook, forms part of your Contract of
Employment (except where the contrary is e
xpressly stated) and sets out particulars
of your main employment terms with Just As
k Estate Services Limited, Unit 4 A/B Wint
ersells Road, Byfleet, Surrey, KT14 7LF.
You are employed as a Cleaning Operative,
and your duties will be as advised by your
Line Manager. Your duties may be modified
from time to time to suit the needs of th
e business.
You join us on an initial probationary perio
d of three months. During this period your w
ork performance and general suitability will
be assessed and, if it is satisfactory, you
r employment will continue.
However, if your work performance is not up
to the required standard, or you are conside
red to be generally unsuitable, we may eithe
r take remedial action (which may include th
e extension of your probationary period) or
terminate your employment at any time. You w
ill be informed of the outcome of your proba
tionary period by your Line Manager and you
should not consider your probationary period
to have passed until such notification has
been received. We reserve the right not to a
pply our full contractual capability and dis
ciplinary procedures during your probationar
y period.
You will normally be req
uired to work at the cli
ent’s site.
You are contracted to work hours pe
r week, and your normal hours are no
t variable.
Your shift pattern has been agreed as follow
s:
In the event that you work more than 6 hou
rs in a day, you are entitled to an unpaid
rest break of 30 minutes per shift.
You may be required to work paid overtime w
hen authorised and as necessitated by the n
eeds of the business.
Your hourly rate of pay is £12.00, payable
monthly in arrears by credit transfer as de
tailed on your pay statement. In your firs
t year of employment, your salary will be p
roportionate to the amount of time left in
the year. We will ensure that you always r
eceive no less than the National Living Wag
e.
If upon prior agreement with your Line Manag
er you work in excess of your contracted hou
rs in a week, then overtime payments will be
made at a rate according to the fees of tha
t job.
No collective agreements directly a
ffect your terms and conditions of
employment.
ANNUAL LEAVE AND PUB
LIC/BANK HOLIDAYS
Your holiday year begins on 1st April and en
ds on 31st March each year, during which you
will receive a paid holiday entitlement of
28 days inclusive of public/bank holidays.
Entitlements are pro-rata for part-time empl
oyees. In your first holiday year your enti
tlement will be proportionate to the amount
of time left in the holiday year. Condition
s relating to the taking of holidays are sho
wn in the most recent Employee Handbook to w
hich you should refer.
On completion of 5 years’ continuous servic
e, you will be granted 2 additional days le
ave up to a maximum of 30 days inclusive of
public/bank holidays. Entitlements are pro
-rata to the above for part-time employees.
Your holiday pay will be based on yo
ur average earnings over the previou
s 12 weeks.
The public/bank h
olidays each year
are:
| |
| The last Mon day in Augus t |
| |
| |
In the event of termination of employment
holiday entitlement will be calculated as
1/12th of the annual entitlement for each
completed month of service during that hol
iday year and any holidays accrued but not
taken will be paid for. However, in the e
vent of you having taken any holidays in t
he current holiday year, which have not be
en accrued pro-rata, then the appropriate
payments will be deducted from your final
wages/salary.
We may require you to take any outstandi
ng annual leave entitlement during your
notice period.
You are entitled to the following types of
paid leave subject to any qualifying criter
ia and notification requirements:
Maternity, paternity, adoption, shared pa
rental leave with pay in line with statut
ory entitlements in place from time to ti
me; and
Qualifying parents are entitled to parent
al bereavement leave in line with statuto
ry entitlements in place from time to tim
e.
SICK LEAVE, PAY
AND CONDITIONS
Any sickness absence taken is paid in line
with our contractual sick/injury pay scheme
(inclusive of SSP) which, on completion of
twelve months service, provides payment du
ring periods of certificated sickness as fo
llows:-
| MAXIMUM PAYMENT IN AN Y 12 MONTH PERIOD |
| | |
| |
1 year but l ess than 3 y ears | |
3 years but less than 4 years | |
4 years but less than 5 years | |
| |
Conditions relating to the above are shown
in the most recent Employee Handbook, pleas
e refer there for further information.
At the commencement of your employment, you
will receive training for your specific job,
and as your employment progresses your skil
ls may be extended to encompass new job acti
vities within the business. It is a conditio
n of your employment that you participate in
any training deemed necessary by us for you
to reach the required levels of work standa
rds.
You are also required to und
ertake the following trainin
g courses:
Health & Safety modules relevant to yo
ur job and any e-learning modules that
are relevant.
The cost of this mandatory training will be
borne by the Company and may be subject to
a training agreement which requires repaym
ent by you to the Company. The costs of the
training are on a sliding scale in the eve
nt of the termination of your employment wi
thin a specific time limit after your comme
ncing the training. Please refer to the tr
aining agreement you have signed in your of
fer pack.
CONDUCT AND DISCIPLI
NARY PROCEDURES
Disciplinary rules and procedures will apply
when dealing with capability or conduct iss
ues. Please see the most recent version of
the Employee Handbook for further informatio
n.
CONDUCT/DISCIPLINARY
APPEAL PROCEDURE
Should you be dissatisfied with the discipli
nary outcome please contact your People Depa
rtment within 5 working days of the decision
made – people@nexgengroup.uk. Further infor
mation can be found in the most recent versi
on of the Employee Handbook.
If you have a complaint, please contact your
line manager to discuss and resolve. If yo
u feel this hasn’t resolved your issue you h
ave the right to raise a grievance. Please
refer to the most recent version of the Empl
oyee Handbook.
NOTICE OF TERMINATION TO
BE GIVEN BY EMPLOYER
Under 1 month’s
service = 1 we
ek.
1 month but less than
2 years’ service = 2
weeks.
2 years’ service or more = 3 weeks, and eve
ry for year thereafter 1 additional week fo
r each completed year of service up to a ma
ximum of 12 weeks.
NOTICE OF TERMINATION TO
BE GIVEN BY EMPLOYEE
Under 1 month’s
service = 1 we
ek.
1 month to 3 yea
rs’ service = 2
weeks.
2 years’ service or more = 3 weeks, and ever
y year thereafter 1 additional week for each
completed year of service up to a maximum o
f 12 weeks.
We reserve the contractual right to give pa
y in lieu of all or any part of the above n
otice by either party.
PENSION AND PEN
SION SCHEME
We operate a contributory pension scheme
into which you will be auto-enrolled (s
ubject to the conditions of the scheme).
Further details are available from Payr
oll.
