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 Nexgen
London Ltd, Unit 4 A/B Wintersells Road, B
yfleet, Surrey, KT14 7LF.
No previous employment counts as pa
rt of your period of continuous emp
loyment.
You are employed as a Cleaning Operative a
nd 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
work performance and general suitability wil
l be assessed and, if it is satisfactory, yo
ur employment will continue. However, if yo
ur work performance is not up to the require
d standard, or you are considered to be gene
rally unsuitable, we may either take remedia
l action (which may include the extension of
your probationary period) or terminate your
employment at any time. You will be informe
d of the outcome of your probationary period
by your Line Manager and you should not con
sider your probationary period to have passe
d until such notification has been received.
We reserve the right not to apply our full
contractual capability and disciplinary pro
cedures during your probationary period.
Please note: You are offered this Contract
of Employment as a genuine offer of work wh
en it is available to you. As such, if you
are offered work on three separate occasio
ns and you refuse all such offers of work,
we reserve the right to terminate your empl
oyment contract. In addition, if no work i
s available for you during a three-month pe
riod, we also reserve the right to terminat
e this contract.
You will normally be required to work at
client sites. You will not be required t
o work outside the United Kingdom.
You have no guaranteed hours of work in any
given week and any hours of work provided
will be variable. In some weeks you may not
be required to work any hours. Payment wi
ll only be made for actual hours worked and
therefore no payment will be made for week
s where you are not required to work. Break
s are unpaid and in line with the Working T
ime Regulations.
Your actual hours to be worked each week wil
l be as necessitated by the needs of the bus
iness, usually notified to you by your Manag
er/the Office one week in advance, although
there may be times where you will be given s
horter notice of your hours of work.
You will not be paid for your travel time t
o your first job of the day or travel time
to your home address from your last job of
the day.
Your rate of pay is £12.00 per hour, payable
monthly in arrears by credit transfer as de
tailed on your pay statement. In your first
year of employment your salary will be prop
ortionate to the amount of time left in the
year. We will ensure that you always receive
no less than the National Minimum Wage/Nati
onal Living Wage/London Living Wage.
No collective agreements directly a
ffect your terms and conditions of
employment.
There are no benefits w
hich apply to your empl
oyment.
ANNUAL LEAVE AND PUB
LIC/BANK HOLIDAYS
Your holiday year begins on 1st April and e
nds on 31st March each year, during which t
ime you will receive a paid holiday entitle
ment of 28 days inclusive of public/bank ho
lidays. Entitlements are pro-rata for part
-time employees. In your first holiday yea
r, your entitlement will be proportionate t
o the amount of time left in the holiday ye
ar. Conditions relating to the taking of h
olidays are shown in the Employee Handbook.
Your holiday pay will be based on your ave
rage earnings over the previous 52 weeks i
n which wages were payable. Your holiday e
ntitlement will accrue at the rate of 12.0
7% of your hourly rate for each hour worke
d, holidays will be paid your normal hourl
y rate.
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 ho
liday year and any holidays accrued but no
t taken will be paid for. However, in the
event of you having taken any holidays in
the current holiday year, which have not b
een accrued pro-rata, then the appropriate
payments will be deducted from your final
wages.
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:-
|
|
| |
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 show
n in the most recent Employee Handbook pl
ease read it carefully.
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 attainment
standards.
You are also required to und
ertake the following trainin
g courses:
i) Health & Safety modules relevant
to your job and any e-learning modules t
hat are relevant.
The cost of this mandatory training will be
borne by the Company and may be subject to a
training agreement which requires repayment
by you to the Company of the cost of the tr
aining on a sliding scale in the event of th
e termination of your employment within a sp
ecific time limit after commencing the train
ing. Please refer to the training agreement
you have signed in your offer pack.
No further training entit
lement is offered by the
Company.
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 GIV
EN BY EMPLOYER AND EMPLOYEE
Under 1 month’s
service – 1 we
ek.
1 month service
or more – 2 week
s.
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.
