Principle Statement of Particulars, Terms and Conditions
Crew 2000 (Scotland)
Principle Statement of Particulars, Terms and Conditions
This statement, effective from May 2013 sets out particulars of the terms and conditions of employment, and grievance and disciplinary procedures, in accordance with current employment legislation.
Employee Name and Address:
Responsible to: Chair of the Crew Board of Directors
Salary Scale: Starting £36,429 – 40,887 SJC Scale 43 - 48
Working Hours: 35 hours
Office Base: 32 Cockburn Street, Edinburgh EH1 1PB
Job Title: Crew Chief Executive
Employer Name and Address: Crew 2000 (Scotland) Limited, 32 Cockburn Street EH1 1PB
Continuous Service: Your continuous service, for statutory purposes, commenced on
1. Remuneration:
1.1 Your salary at June 2013 is £36,429 – 40,887
1.2 Crew will strive to pay staff in line with Scottish Joint Negotiating Council (SJC) scales, subject to sufficient funding being available for the relevant financial year and subject to satisfactory performance. In circumstances where there is insufficient funding, the Crew Board of Directors reserve the right to not apply incremental or cost of living rises.
1.3 Where these can be awarded, annual increments take effect as of April 1st.
1.4 Your salary will be paid monthly in arrears on the final day of each month by bank transfer.
1.5 You will be employed to work 35 hours per week. Crew 2000 operates a flexible working hours policy, details of which are in the staff handbook.
2. Duties of the post
2.1 The duties of the post are as set out in your job description and subject to any variations that is agreed by you and your line manager.This job description does not form part of the contract and the employer reserves the right to amend it from time to time according to the needs of the service and in negotiation with you.
2.2 Supervision meetings will be held with your line manager, on a regular basis to support the your development in post and the of post itself. You will be expected to participate in team meetings and work evaluation.
3. Time Off in Lieu
3.1 Time off in lieu shall be agreed by your line manager, subject to the requirements of the Crew. Any Time off in lieu (TOIL) accrued must be taken within 6 weeks or forgone.
4. Leave
4.1 Your entitlement is 25 days paid annual leave plus 10 days public holidays. After 2 years continuous service Crew 2000 grants an additional 1 day’s holiday for every year worked, payable after 5 years’ service and payable to a maximum of 10 days for 10 years’ service.
4.2 Crew 2000 will observe 10 public holidays per annum. The 4 public holidays around Christmas & New Year will be observed on the dates published by Edinburgh City Council. The remaining 6 days leave may be added to your annual leave entitlement (pro rata) and taken as you wish. If you do wish to take a day you should apply for it to your line manager using the holiday request form, at least 7 days in advance.
4.3 For employment starting or ending part-way through the leave year, a pro-rata entitlement will be calculated, based on complete month’s service. If, on leaving, you have taken more holidays than your entitlement, the excess will be deducted from your final pay. If you have taken fewer days than your annual entitlement, payment may be made in lieu of these days, but only in circumstances of the contract ending. Payment will not be made in lieu of TOIL; this must be taken back within 6 weeks or lost.
4.4 Up to 5 days leave may be carried forward to the next leave year, with your line-manager’s permission.
4.5 The employer reserves the right to restrict accrual of paid leave during long term sick leave of 3 months or more to the statutory minimum.
4.6 In the event that this contract is terminated on the grounds of gross misconduct, payment in lieu of accrued annual leave will be based on the statutory minimum leave entitlement.
4.7 Crew reserves the right to withhold payment or deduct from salary a day’s pay for each day of unauthorised absence, ie where notification of the reason for absence has not been made to Crew.
4.8 Staff wishing to take annual leave should give as much notice as possible (at the very least 7 days in advance) and should fill in the following form and have it signed by your line manager and the Service Delivery Manager. All leave is subject to approval by your line manager and the Service Delivery Manager of Crew 2000.
4.9 Illness occurring during the period of annual leave or on a general public holiday will be treated as leave unless covered by a medical certificate, and agreed by the Service Delivery Manager of Crew 2000. In cases of certified illness staff will be credited with their annual leave and allowed to take it at a later date.
4.10 Please refer to the Crew Staff Handbook for current details of sick pay entitlements.
5. Secondary Employment
5.1 Whilst in the employment of Crew 2000, you will not undertake any other employment that undermines and conflicts with your duty to Crew 2000, or conflicts with the professional interests of your work. Permission to undertake secondary employment must be sought from the Crew Board of Directors; however permission will not usually be withheld.
6. Confidentiality
6.1 You may as an employee have access to or be entrusted with information that Crew 2000 and the people that you work with have deemed confidential. You shall not at any time during or after at the end of your employment disclose to any person, or make use of any such confidential information.
6.2 In any case of doubt as to the status of information you should consult your line manager in the first instance.
6.3 Upon termination of your employment with Crew 2000, you will deliver back to the organisation all documents, equipment or other materials belonging to Crew 2000
6.4 You will be granted access to all records which name you. A minimum of two weeks notice shall be given to consult your personnel record.
7. Job Share
7.1 Consideration will be given by Crew 2000 to any request from an employee to job share, and attention will be paid to the organisations Equal Opportunities Policy.
8. Equal Opportunities
8.1 You are expected to be familiar with and implement Crew 2000’s equal opportunities policy and any subsequent amendments made to it. This policy is included in your Staff Handbook.
9. Health and Safety
9.1 Crew 2000 undertakes to comply with the Offices, Shops and Railway Premises Act 1963, the Health and Safety at Work Act 1974, The Management of Health and Safety at Work Regulations 1992 and all regulations and codes of practice issued there under, and all subsequent amendments thereto, to provide and maintain a working environment for all employees that is safe, without risk to health, and with adequate arrangements for staff welfare.
9.2 You will be provided with all relevant guidelines and policies and these will be the subject of induction and supervision.
9.3 Personal accidents occurring during your work time must be reported in accordance with procedures.
9.4 It will be Crew 2000’s responsibility to ensure that your workplace is supplied with the appropriate first aid and safety equipment and that you are trained in its use.
10. Travelling and or/other appropriate expenses.
10.1 Travelling and other appropriate expenses shall be paid at HMRC scales (mileage) and for the most economical from of public transport possible.
11. Training/Study Leave and Pay
11.1 You are encouraged to attend training courses relevant to your post in addition to your initial qualification.
11.2 If you wish to attend a training course you should inform your line manager, giving at least 6 weeks notice. This request will then be considered in relation to Crew 2000 overall training strategy.
11.3 Whilst undertaking agreed training you will be paid your normal salary.Travelling and other appropriate expenses, including course fees, while on agreed training course, will be paid by Crew 2000. Please refer to company handbook about appropriate expenses.
12. Statutory and Public Duties
See staff handbook. This handbook is non-contractual, ie does not form part of your contract of employment and may be varied or updated.
13. Trade Union Membership
See staff handbook
14. Jury Service
See staff handbook
15. Maternity Leave and Pay
See staff handbook
16. Paternal Leave
See staff handbook
17. Adoption Leave
See staff handbook
18. Compassionate Leave
See staff handbook
19. Sick Leave
19.1 If you are unable to attend work due to sickness, you must inform a Senior Manager or, if they are unavailable, your line manager, by telephone, not text message, as soon as possible, and in any event between 9.30AM and 10AM of the day you were due to work. Please do not call the office or staff before 9.30 unless arranged previously.
19.2 Contact must be made each day that you are absent where reasonably possible, otherwise at least on the fourth day of absence and at regular intervals thereafter.
19.3 If you are absent for a period of 1-7 days (including Saturdays and Sundays) you must meet with Service Delivery Manager for a back to work interview. If your period of absence is longer than 7 days including Saturdays and Sundays, you must provide a fit note from your Doctor.
19.4 If your sick leave exceeds levels considered unacceptable by Crew, ie 6 days or more in any 3 month period, the Crew Absence Management Procedure will be implemented.
19.5 You may be required to attend an independent medical adviser in circumstances where your employer requires occupational-related information about your sickness absence, and you may also be asked to give consent to the employer requesting a medical report from your GP.
19.6 Subject to the above conditions, sickness pay will be paid as set out in the staff handbook.
19.7 Failure to follow the correct notification procedures may result in non-payment of sick pay and possibly disciplinary action.
20. Termination of Employment
20.1 Should you wish to terminate your employment, you must give at least one month’s notice, or 2 month’s notice in the case of Senior Managers.
20.2 Should the Crew Board of Directors wish to terminate your contract of employment, you will receive the minimum periods of notice below.
The period of notice required for termination of employment shall be as follows:
For service under 1 month: None
For service of 1 month – 2 years: 1 month
For service of 2 years +: 1 week per complete year of service, up to a maximum of 12 weeks.
20.3 The Crew Board of Directors reserve the right to make payment in lieu of notice.
20.4 In the event that your contract of employment is terminated on the grounds of gross misconduct, you will have no entitlement to notice or pay in lieu of notice.
21. Induction
21.1 All new employees will receive a minimum of a week as period of induction and will be provided with copies of all employment procedures relating to this post, and those of the organisation.
22. Employment Probation
22.1 In addition to your regular supervision meetings with your line manager, there will be a full assessment of your performance in post measured against the job description and requirements and contractual obligations. This will take place after your first 3 months of employment.
22.2 Notice of termination of your contract will be given at the end of your 3 month probation period if performance does not meet the required standards.
23. Pension
23.1 When requested, Crew 2000 will contribute 5% of an employee’s annual wages into an individual AVIVA personal stakeholder pension fund, into which the employee can also contribute, or into an existing pensions scheme employees may already have. If you wish to set up a personal stakeholder pension, please contact the Service Delivery Manager. By 2015, Crew 2000 will automatically enrol staff into a qualifying group pension scheme, providing an option for those employees with an existing scheme to opt out.
24. Disciplinary Procedure: non contractual
24.1 See staff handbook. The disciplinary procedure is available on the ‘Crew Shared’ folder and from the Service Delivery Manager. This does not form part of your contract of employment and may be varied or updated.
24.2 The employer may suspend you, without pay, during disciplinary proceedings.
24.3 In the event of gross misconduct, the employer may dismiss you without notice or payment in lieu of notice.
24.4 In the event that you are dissatisfied with any disciplinary decision relating to you, you should apply in writing to the Service Delivery Manager or the Crew National Director. The employer reserves the right to take disciplinary action against you that may include one or more of the following:
Formal warnings
Dismissal without notice
Suspension without pay
Temporary or permanent demotion
25 Grievance Procedure: non contractual
25.1 See staff handbook, and the Grievance Procedure stored on the ‘Crew Shared’ folder on the Server. This does not form part of your contract of employment and may be varied or updated.
25.2 Grievances should be raised informally with the person concerned or your line manager in the first instance.
26. Supervision Notes and reports