CONTRACT OF EMPLOYMENT: PART TIME/OCCASIONAL WORK
POSITION: INTERPRETER/TRANSLATOR
Date of Commencement of Employment:
Your employment in this role commences on the ______of ______201__
A probationary period of 3 months will be effective from the date of joining the Company. During this period your performance will be regularly reviewed. At any time during your probationary period your employment may be terminated by 2 weeks’ notice in writing from the Company. If you wish to terminate your employment during your probationary period you must give the Company 2 weeks’ notice in writing. The Company reserves the right to extend the probationary period for the better assessment of your performance. You will be notified in writing if the Company extends the probationary period. Once you have successfully completed the probationary period your employment may be terminated in accordance with the clauses set out below.
Job Title, Place of Work and Duties:
You are employed as an Interpreter/Translator and you report directly to Ms. Santina Onegi. You will be required to perform your duties at various locations at the sole discretion of the company, as and when required. You must perform such duties as may be reasonably required by the Employer.
It is the Interpreters` responsibility to bring the correct Word Perfect Attendance form to each appointment. The form can be downloaded from or come into the office anytime to collect same. All attendance forms must be fully completed with the correct start and finish times entered onto the sheet and the form signed. Failure to comply with this will result in non-payment of your fee.
In carrying out your duties it is the sole responsibility of the employee to remedy any mistakes and inaccuracies that occur. Any such mistakes or inaccuracies must be brought to the attention of the Company as soon as possible. Where mistakes or inaccuracies on the part of the Interpreter results in monetary loss to the Company, the employee shall reimburse any such loss in full to the Company at the discretion of the Company.
Any future dates or follow ups organised by the employee must be notified immediately to the Company by telephone, e-mail or in person.
Partners, friends or families should not accompany employees into the venues where the employee carries out his/her duties. This is strictly prohibited and may result in dismissal.
Availability:
If you apprehend that you will be generally unavailable to perform your duties you must notify Santina Onegi, Shelley Scully or another person designated by the Company, as soon as possible before the period of your unavailability.
Once a job has been assigned, you must give 12 hours notice or contact us, before07:00am on the day of the interpretation, by telephone to Santina Onegi, the manager on duty or another person designated by the Company of your unavailability to carry out the particular job. A 24-hour line is available at 01-8720008 for this purpose. It is not sufficient to leave a voice message or send a text message in these circumstances. The employee must make this call personally.
Any employee who fails to comply with these rules may be subject to disciplinary action. In addition a penalty of €25.00 will be deducted from that month’s payment at the discretion of the Company.
Hours of Work:
Your hours of work will vary according to the workload of the Company’s business. Because of the nature of the business, the Company reserves the right to vary your working hours according to demand, and you will be expected to work such varied and irregular hours as the exigencies of the job dictate. This has been taken into account in calculating the hourly rate of pay. Such irregular hours, as directed by the Company, may include night work, weekends and public holidays.
If you are required to work continuously for a period of more than 4 hours and 30 minutes you are entitled to a break of 15 minutes. If you are required to work continuously for a period of more than 6 hours you are entitled to take a break of 30 minutes.
Remuneration:
The Rates payable are as follows:
Common Languages
(European - Eastern European)
Interpreting in Person - Business hours Monday to Friday (8am-8pm)
€12.00 per hour
First hour is always paid in full
€0.20 per minute after the first hour
Interpreting in Person - After business hours Weekends and Bank Holidays (8pm-8am)
€ 15.00 per hour
First hour is always paid in full
€0.25 per minute after the first hour
Rare Languages
(Asian – African - Middle Eastern)
Interpreting in Person - Business hours Monday to Friday (8am-8pm)
€15.00 per hour
First hour is always paid in full
€0.25 per minute after the first hour
Interpreting in Person - After business hours Weekends and Bank Holidays (8pm-8am)
€ 18.00 per hour
First hour is always paid in full
€0.30 per minute after the first hour
For the jobs done outside Dublin jurisdiction mileage is paid € 0.50 per mile for return trip.
No Travel time.
The expenses that are reimbursed for appointments in Dublin area during business hours are based on the price of the integrated bus and Luas monthly ticket of €85. The expenditure for one day for Dublin jobs is 85/31= €2.74 per day.
Taxis are not allowed. They can be taken ONLY with the permission of the manager in charge or at night time.
We wish to thank you for all your hard work and co-operation and look forward to our continued working relationship.
Please contact the accounts department at or 01-8720008 with any questions you may have.
Payment will be made every fortnight in arrears directly to your bank account in Ireland as directed by you. All payments will be subject to deductions required by law, including tax and PRSI.
No payment will be made in respect of work carried out on behalf of the Company unless the Company receives a signed Invoice from the Client along with the signed dated original attendance forms. The attendance form should have all the data required filled in i.e. chart/reference number date of work carried and signature of the doctor/guard who overseen the work. Signed Invoices should be given to the payroll department or another person designated by the Company on the date after `the last date of the invoice this is in relation to. Failure to do so will result in a reduced payment or non payment at the Company's discretion.
Travel Expenses:
Travel expenses will only be paid if you are assigned an appointment with less than 1 hours notice and are directed by the company to get a taxi. You will also be reimbursed those travelling expenses properly and reasonably incurred on behalf of the Company upon satisfactory evidence that such expenses have been incurred if you are travelling outside Dublin. The rate payable will be notified to you by the Company and may be changed from time to time. Valid receipts attached to your invoice must accompany all claims for expenses. If an employee receives more than one hour’s notice of an appointment then the Company will not pay travel expenses. In certain circumstances an employee will be permitted to get a taxi. This decision is at the Company's discretion and prior permission for the taxi will be given by the receptionist on duty. This permission will be recorded and checked against your invoice.
Dress Code and Personal Hygiene:
All employees are expected to maintain acceptable standards of neat dress, appropriate to the business standards, which the Company seeks to uphold. The form of dress while working shall be smart casual and neatness is essential in dealing with our clients. The dress code includes wearing the ID Badges as provided by the Company. You should avoid extremes of fashion, and use your judgment in choosing clothes, jewellery and hairstyles, which project the correct image of professionalism to clients, colleagues and others.
The minimum dress requirement for gentlemen is a shirt with collar and sleeves and long trousers. Jeans, shorts, cut-offs, runners/trainers, tank tops or bathing suits are not appropriate attire.
The minimum dress requirement for ladies is a dress, skirt or slacks with a blouse, sweater or tunic. Jeans, shorts, cut-offs, mini skirts, runners/trainers, tank tops or bathing suits are not appropriate attire.
Please see the Staff Handbook for further information on the acceptable Dress code for the Company.
Employees are required to maintain acceptable personal hygiene.
Complaints:
Any complaint received from a client of the Company in relation to the behaviour or work of an employee will be fully investigated through the disciplinary procedure.
Holidays:
The standard holiday entitlement for a full time employee is 20 working days per calendar year paid holiday. On the occasion of a Public Holiday you will receive one of the following; a paid day off, a paid day off within one month, an extra day of annual leave or an extra days pay. The decision shall be in accordance with work requirements and shall be notified to you by the Company. The decision shall be in accordance with work requirements and shall be notified to you by the Company.
Holidays are to be taken at times convenient to and authorized in writing by the Company and must be authorised by the Company before you commit to any booking or other arrangements. You should submit any requests in writing on the appropriate form not less than four weeks in advance. Not more than 10 working days may be taken consecutively unless agreed by the Company. Holidays will be given on a first come first serve basis.
On termination of your employment your entitlement to accrued holiday pay will be in direct proportion to the length of your service during the calendar year in which termination takes place. Where the employee is under notice (whether given by the employee or otherwise) the company may direct that any accrued holiday shall be taken during the period of notice. Upon termination of your employment and where holiday pay has been paid in excess of holiday entitlement accrued, the company reserves the right to recoup the overpayment from your final pay cheque.
Sickness or Injury:
If you are unavailable for work by reason of illness or injury you are obliged to contact Santina Onegi or another person designated by the Company. A medical certificate should be provided in respect of any illness or injury related unavailability of three days or more.
Where you are unavailable for work for a prolonged period, you are obliged to contact Santina Onegi, or another designated person, submit medical certificates and submit copies of social welfare payments received (if applicable) on a weekly basis.
You may be asked to visit a Doctor nominated by the Company if in any twelve month period you have more than two periods of incapacity for the same reason, if you have two weeks continuous absence, or if you have a total of more than fifteen days absence in any year. If you are asked to visit a Doctor nominated by the Company, he/she will report to the Company and your agreement to this is implied in these conditions.
Data Protection:
The Company will obtain, hold and use personal data to an employee in the context of the Employee’s employment, including but not limited, to employee name, number, address, employee emergency contact details (e.g. home telephone number), educational details/history, salary information, job description, performance rating details including sales and margin targets and achievements, individual work history. The purposes of such processing include disaster recovery data duplication, administering and maintaining personnel records (includes sickness and other absence records), assessing fitness for work, paying and reviewing salary, analysing sales and sales related activity, performance appraisals and reviews, resources and skills allocation, regulatory and legal compliance, providing references and information to future employers. The Employee hereby irrevocably consents to such data processing by the Company or any third party charged with providing services, information or benefits related to the employment.
It is the responsibility of each employee to ensure that the Company is informed of any changes in their personal details including phone numbers, addresses, e-mail address etc.
Notice of Termination of Employment:
Your Contract of Employment may be terminated by either party giving to the other such period that may be required under the provisions of the Minimum Notice and Terms of Employment Act, 1973. Once an employee’s contract has been terminated, an employee is prohibited from attending any follow up appointments already organised with our clients.
Disciplinary Procedure:
The purpose of the disciplinary procedure is to ensure that the standards established by the Company’s rules are maintained and that any alleged failure to observe the Company’s rules is fairly dealt with. The Company’s current disciplinary procedure, which does not form part of your terms and conditions of employment, is set out in staff handbook.
Grievance Procedure:
The purpose of the grievance procedure is to ensure that any problem, concern or grievance you have about work, working environment or working relationships is properly dealt with. The Company’s current disciplinary procedure, which does not form part of your terms and conditions of employment, is set out in the staff handbook.
Confidentiality:
You must not, during the period of your employment or at any time thereafter whether on your own behalf, or as the employee, partner or agent of any other person or firm, disclose or allow to be disclosed, or use any information concerning the business dealings, affairs or conduct of the Company or any of its clients or any other similar matters which may come to your knowledge in the course of your employment.
You must not use materials, equipment or information which is the property of the Company or is entrusted to you on behalf of the Employer in the course of your employment otherwise than as for the purposes authorised by the Employer. A copy of the Company's confidentiality agreement must be signed by each employee.
Health and Safety:
You are required to observe such health and safety regulations as may from time to time be in force at your place of work. The Health and Safety Policy and other current requirements are stated in the staff handbook.
Internet Usage Policy:
This is set out in the staff handbook. An Internet Policy Statement must be signed by each employee.
Performance Appraisal:
Appraisal is on a continuous basis and you will have an opportunity to discuss your role and performance.
Governing Law:
The Contract will be interpreted and construed in accordance with the laws of Ireland and both parties agree to accept the Jurisdiction of the Dublin Courts.
The Company reserves the right to amend, delete or add to the provisions in these Terms and Conditions and the Staff Handbook. Any changes will be notified in writing. And will take effect on the expiry of the period specified in the notice.
These Terms of Employment are to be read in conjunction with the Staff Handbook.
Full name in CAPITAL LETTERS: ______
Signature of Employee:______
Date: ______
Full name in CAPITAL LETTERS: ______
Signature of Employer:______
Date: ______
WORD PERFECT TRANSLATIONS CODE OF ETHICS:
______(full name of employee)
Dated this______Day of ______201__
And agreed between the Parties hereto:
Word Perfect Translation Services Limited is an equal opportunities Employer having its registered offices at 22 Upper Ormond Quay Dublin 7, and is in the business of translating and interpreting throughout a broad range of languages for its valued Customers and Clients. The Company continues to grow and move forward.
It is absolutely essential that, arising out of the provision of our services, confidentiality be always maintained – most particularly in respect of two relationships.
The first of these relationships is that between Employer and Employee and the second is that between Employee and Customer or Client. It is hereby agreed that the utmost good faith and confidentiality in respect of all information sensitive or otherwise must always be maintained not only for the benefit of Word Perfect Translation Services Limited but also for the benefit of those it serves.
Employees of our organisation must always remember that they are also its Agents. In other words, they hold themselves out as acting for and on behalf of the Company during the course of their employment. Since our daily translating and interpreting tasks often expose us to the intimate details of other people’s personal lives, we pledge unto ourselves the promise that we shall not exceed our job description and duties by divulging anything whatsoever about our Customers and Clients beyond that which is essential for the proper commission of these duties.
We further pledge unto ourselves not to transmit such details in any way, shape or form whatsoever other than is strictly necessary for the professional translating and interpreting of the same. This includes, of course, the necessity not to comment (other than we must in connection with our duties) to others on the information of which we learn. Coincidentally, Employees hereby confirm that they have never been convicted of a criminal offence and they hereby consent to the Employer making any and all enquiries in that regard.