Principal Statement of Terms and Conditions of Employment

Principal Statement of Terms and Conditions of Employment

1.Employer's Name and AddressEmployee's Name and Address

This statement gives details of your employment with xx xx xx and is correct at DATE

2.Commencement

Your new role with xx xx xx will commence on the

OR

Your employment with xx xx xx commenced on DATE and your new contract will commence on DATE. Your new contract is a fixed term contract which will expire on DATE.

For the purposes of continuity of service the period between DATE and DATE will count towards your continuous employment.

1. Special Provisions

Your employment with xx xx xx is subject to a Disclosure and Barring check which is satisfactory to ourselves as well as the right to work in the UK.

4.Job Title

You are employed as a JOB TITLE in the DEPARTMENT. Your job title does not define or delimit your duties. It is agreed that you will consent to reasonable requests to perform duties outside your normal ones. You will report to the JOB TITLE.

5.Probationary Period

Your first 6 months in post will be treated as a probationary period during which your performance will be monitored.

6.Location

Your normal place of employment is LOCATION. You may be required to work at our other sites at LOCATION from time to time.

7.Remuneration

a)You will be paid at the rate of £SALARY per annum, made up of £SALARY. You will be paid monthly in arrears by direct credit transfer into a bank or building society nominated by you. This salary represents Band xx, Point xx.

b)Xx xx xx may deduct from your salary or require payment for any of the following: loans; excess of holiday taken over entitlement; excess of expenditure claimed; excess of any other payment made to you by xx xx xx.

1. Hours of Work

Your hours will be based on a minimum average of 35 hours per week with an unpaid hour [check figure]for lunch each day. Evening and weekend work will be a feature of this post. Reasonable time-off-in-lieu will be granted to compensate for this with the approval of your Line Manager. Overtime is not paid.

On appointment you are required to inform your manager of the number of hours worked for all paid employment you undertake, either with The Scout Association or another employer, in order to ensure the limits on working time, as specified in the Working Time Regulations, are adhered to. If during the course of your employment you take up other paid employment you are required to inform the[insert who employee must inform].

On leaving employment, any necessary adjustments will be made to your final salary payment according to actual hours worked.

9.Holidays and Holiday Pay

Your holiday year starts on the date that you commence employment with xx xx xx. All holiday must be taken in the year to which it accrues, except in circumstances which must be approved by your Director. Leave dates must be authorised in advance by your Line Manager.

Paid holiday entitlement for all staff accrues on a daily basis (initially at a rate of 0.06 days per day for full-time staff) and is at the following annual rates. Entitlement for part-time staff is calculated on a pro-rata basis.

Service up to two years23 Working Days

Service of two to five years26 Working Days

Service of five years and over30 Working Days

In addition, you will be entitled to paid Public Holidays. Staff who are required to work a statutory Bank or Public Holiday will be entitled to take time off in lieu at a later date with the prior authorisation of their Line Manager. The Scout Association closes completely between Christmas and the New Year, so it is normally compulsory that some annual leave is taken at this time. A maximum of two days will be set aside for this purpose.

On leaving xx xx xx, you will be entitled to payment for any accrued paid holiday. If you leave The Scout Association having taken more holidays than have accrued to you, then this amount will be deducted from your final salary.

10.Sickness/Injury

As stated in Staff Handbook.

11.Retirement/Pension Arrangements

[insert any local arrangements for pension]

12.Disciplinary Procedure

You have the right to appeal against any formal disciplinary decision action taken by the Disciplining Manager. Please refer to the staff handbook for details of the disciplinary procedure and how to make an application in accordance with it.

13.Grievance Procedure

You have a right to apply to your manager for the purpose of seeking redress of any grievance relating to your employment. Please refer to the staff handbook for details of the grievance procedure and how to make an application in accordance with it. Grievance Procedures do not apply during probationary periods.

14.Data Protection

Xx xx xx will hold the information contained within this Statement on your personal file. You are entitled under statute to access this file and other information that is held about you in relation to this employment (whether in computerised or manual record form). This information will include sensitive personal data as defined in Part I(ii) of the Data Protection Act 1998.

In signing this statement you are giving explicit consent (as defined by the Act) to the xx xx xx holding and processing information pertinent to your employment including any sickness records.

Xx xx xx may use the information you have provided on your application form for the prevention and detection of fraud. The information contained in your application form is stored on the computer files and on your personal file held by the Human Resources Department.

15.Equal Opportunities

Xx xx xx operates an Equal Opportunities Policy, a copy of which is contained in the Staff Handbook or Policy (delete as applicable).You are required to comply with the Policy at all times, and agree to participate in any training or development programme organised relating to Equal Opportunities.

16.Bribery

You agree that you will not offer, promise, give, request, agree to receive, or accept any bribes:

• in the course of your employment;
• when conducting company business; or
• when representing the organisation in any capacity.

A bribe means a financial payment or other form of reward or advantage, whether direct or indirect, that is intended to induce or influence, or has the effect of inducing or influencing, an individual, company or public body to perform their functions, including business and public duties, improperly. For the avoidance of doubt, improper performance includes:

• not acting in good faith;
• not acting impartially; and
• not acting in accordance with a position of trust.

You agree to comply with the organisation's anti-bribery policy and procedures that are in force from time to time.

You agree to comply with all applicable bribery and corruption laws.

You agree that you will report any suspicious conduct that may amount to a bribe being offered, promised, given, requested or accepted (either involving you or another employee or person acting for, or on behalf of, the organisation) immediately to the relevant individuals within the organisation in accordance with the anti-bribery policy.

If the organisation suspects you of bribery, it is entitled to invoke its disciplinary procedures and suspend your employment while carrying out its investigations.

The organisation is entitled to terminate your employment in writing without notice or pay in lieu of notice, without prejudice to any rights or claims it may have against you, if it is found by the organisation, or any other relevant public or legal authority, that you are guilty of bribery.

1. Essential Car Users (only if applicable – delete if not)

There are particular positions within the organisation which require the holder to drive, and therefore to hold a current driver's licence. Your position as a xx xx xx is such a job. Therefore it is a condition of your contract of employment that you hold a current driver's licence. If you lose your licence, the organisation may terminate your employment.

Before taking any decision to dismiss, the organisation will discuss the matter with you to allow you to make suggestions as to how the job could be carried out while your licence is suspended.

If you commit a driving offence or receive any endorsement on your licence you must report it to your manager within two weeks of it taking place.

18.Health and Safety

Xx xx xx operates a Health and Safety Policy, a copy of which contained in the Staff Handbook. You are required at all times to comply with the policy and to ensure that adequate arrangements are made within the employee’s responsibilities to comply with the Health and Safety Policy, and to assess and control Health and Safety risks.

19.Redundancy Policy

Employees selected for redundancy will receive severance pay in accordance with Statutory Redundancy Payments.

20.Other Policies and Procedures

You are required to comply with policies and procedures issued from time to time.

1. Terms and Conditions

Xx xx xx reserves the right to alter or amend your Terms and Conditions from time to time, following one calendar month’s consultation. You will receive one calendar month’s notice of xx xx xxintention to vary the terms of your contract, in writing.

22.Notice of Termination

During your probationary period either party may terminate the contract by giving two weeks notice in writing.

If you wish to terminate your employment following satisfactory completion of your probationary period, you must give us one month's notice in writing of your intention to do so. This can be done at any point during the month and the period will run from the date on which the notice is received.

Should the employer need, for any reason other than gross misconduct, to terminate your employment, you will receive one month's notice rising after five years' service by one week for every additional year of service to a maximum of 12 weeks after 12 years service. Should the reason for dismissal be gross misconduct, the employer reserves the right to terminate your employment without notice or pay in lieu of notice. Notice must be given in writing to your Line Manager.

23.Employer's Signature. For and on behalf of xx xx xx

Signature......

Name:

Job Title:

Date:

24.Employee's signature. I have read and understand the above statement.

Signature......

Name:

Date: