Flexible Employee Contract & Employment Handbook

Flexible Employee Contract & Employment Handbook • Terms of Employment • General Information & FAQ’s • Travel Scheme • Manual Handling • Healt...
Author: Alvin Garrett
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Flexible Employee Contract & Employment Handbook





• Terms of Employment • General Information & FAQ’s • Travel Scheme • Manual Handling • Health and Safety • Personal Hygiene

Employment Contract for Flexible Employees & Terms and Conditions of Employment 1.

Names of Parties

1.1 Taskmaster Resources Ltd (The Company) 8 Leodis Court, David St, Leeds LS11 5JJ 1.2 The Flexi-Worker: ________________________________________________________ 2.

Commencement and Duration of Employment

2.1 Y  our employment under these terms will begin on the date when you commence an Assignment. Your period of continuous employment will begin on the same date and no other previous period of work with the Company or any third party counts towards your continuous employment. 2.2 Y  ou are employed by the Company under a Contract of Service. The Company is acting in relation to you as an Employment Business as defined in the Employment Agencies Act 1973 and is prohibited by the Act from charging you a fee in relation to the work-finding services provided to you. 2.3 T  his document gives details of the terms and conditions upon which you are employed by the Company; it contains your initial employment particulars but further provisions are contained in the Flexi-Worker Policy Handbook, a copy of which is available on our website www. tmrec.com or from your local branch. 3.

Job Title and Duties

3.1 Your job title is____________________________________________________________ 3.2 Y  our duties will be confirmed when you undertake an Assignment. However, you are expected to adopt a flexible approach to meet the Company’s requirements and you may be required to undertake other duties. The Company will endeavour to find you suitable work with it’s Clients and you agree to accept all suitable assignments offered to you by the Company. 3.3 T  here may be periods when the company is unable to find you suitable work with its Clients and/or there is little or no demand from our Clients. The Company maintains the right to determine your suitability for all Assignments. 3.4 W  hile you are on an Assignment you shall: co-operate with the Client’s staff and accept the direction, supervision and instruction of any responsible person in the Client’s organisation; follow any rules and regulations of each Client’s establishment to which your attention has been drawn or which you might reasonably be expected to ascertain; take all reasonable steps to safeguard your own safety and the safety of any other person who may be affected by your actions and comply with each Client’s health and safety rules. 4.

Place of Work

4.1 You will be required to work at the premises of Clients as required. 4.2 D  ue to the nature of the employment, you will have no permanent place of work. You will be required to work at a variety of different workplaces in accordance with the demands of the Company’s Clients and the operational requirements of our business. 4.3 T  he Company has the discretion to change a Flexi-Worker’s Assignment and/or place of work at any point in time. This is to ensure the business maintains the flexibility required to meet the Company’s and /or our Client’s business needs.

Terms of Employment

4.4 Y  ou undertake to travel inside and outside the United Kingdom as the Company or the Client may reasonably require in the performance of your duties. 4.5 T  he Company will aim to give you reasonable notice if a change to your employment duties and/or location of Client site is deemed necessary. 5.

Pay

5.1 T  he Company will pay you weekly in arrears by credit transfer to your nominated bank account or by such method as may be agreed by the parties. Deductions will be made at source for tax and National Insurance. You will be paid an hourly rate which will not be less than the National Minimum Wage. Rates of pay may alter from one Assignment to another but you will be informed in advance of the specific pay rate for each particular Assignment and any over-time rates that may be applicable. 5.2 Y  ou will automatically be enrolled in the Company Travel Benefit Scheme (the Scheme), subject to meeting the HMRC approved eligibility criteria. You agree to sacrifice part of your pay to be paid as a travel and subsistence allowance which will be paid weekly in arrears directly into your bank account and will not be subject to deduction of tax and National Insurance. Your total payment under the Scheme will increase your net take home pay unless you are only paid at the National Minimum Wage rate; in which case no sacrifice of your gross pay will be made and you will continue to receive gross pay at the National Minimum Wage and will not gain any benefit from the Scheme. Any increase in your net pay will be shown on your pay slip. The allowance may in certain circumstances be paid to you in instalments over a number of pay periods; this will only be done to increase your net pay over the relevant pay periods. The Company reserves the right to withdraw the Scheme or amend or vary the terms at any time; you will be informed of any changes in writing. Details of the amount of travel and subsistence allowance and the amount that will be sacrificed from your pay will be provided separately. 5.3 T  he Scheme is optional and you may decide to opt out of the scheme at any time during the first four weeks of your employment. There will be a further opportunity to opt in or out of the Scheme after 10 months employment. Thereafter you agree to remain in the Scheme for a renewable period of 12 months or until your employment with the Company terminates. Similarly, if you wish to opt back into the Scheme you must wait 12 months from the period that you decided to opt out. If you can demonstrate that your circumstances constitute a ‘Lifestyle Event’ you may be given the opportunity to opt in or out of the Scheme at that time if you so wish. This will be subject to the discretion of the Taskmaster representative. To withdraw from or join the Scheme during these times you must complete an opt-in or opt-out form as appropriate. 5.4 If for any reason, some or all of the salary sacrifice is found to be invalid or is reinstated or awarded to you, then you will be required to give credit for any amounts paid to you against any additional salary reinstated or awarded. This will mean that the advantages of the Scheme will not be available to you and the pay and taxation position will be reversed to the extent of the taxable reinstated salary or reward. 5.5 T  he Worker will inform the Company of the method of transport (Normal Method) the Worker expects to use in travelling to and from Assignments. Whilst receiving a travel and subsistence allowance the Worker must notify the Company whenever a different method of transport is used from the Normal Method. Notification must be received by the end of the relevant week to which the Worker has worked. Whenever possible you will retain any receipts obtained and a record of the days on which you have incurred subsistence. In working out the Worker allowance the Company assumes that the Worker incur travel and subsistence costs when undertaking Assignments at a temporary workplace.

Terms of Employment

The Worker must notify the Company by the end ofthe relevant week worked if this is not the case. If it is found that you have not retained sufficient records, incurred expenditure or have told us the incorrect method of transport used then you may be subject to disciplinary action and any benefit from the payment of expenses will be reversed and deducted from your pay as an overpayment of expenses. 6.

Timesheets

6.1 A  t the end of each week you must deliver to the Company your timesheet duly completed to indicate the number of hours worked by you during the proceeding week and this must be countersigned by the Client. 6.2 S  ubject to the provisions of clause 6.3 the Company shall pay you for all hours worked regardless of whether the Company has received payment from the Client for these hours. 6.3 W  here you fail to submit a properly authenticated timesheet the Company shall, in a timely fashion, conduct further investigations into the hours claimed by you and the reasons that the Client has refused to sign a timesheet in respect of those hours. This may delay any payment due to you. The Company shall make no payment to you for hours not worked. 7.

Deductions

7.1 F  or the purposes of the Employment Rights Act 1996, sections 13-27, you agree that the Company may deduct from your pay any sums which you may owe the Company including, without limitation, any overpayments (including any overpayment of holiday pay), advances, non-returned Company property (including PPE), pension contributions, driving related fines or penalties, loans made to you by the Company or losses suffered by the Company as a result of your negligence or breach of Company rules. 8.

Hours of Work

8.1 T  here are no normal working hours and you will be required to work at such times and for such periods as are applicable to each Assignment. The hours applicable to each Assignment shall be explained to you before the commencement of each Assignment. 8.2 T  he Company undertakes during the life of this contract to use reasonable endeavours to allocate you suitable Assignments and as a minimum guarantees that you will be offered at least 336 hours of work at the National Minimum Wage if you remain employed over a full 12 month period. The provisions of the Apportionment Act 1870 shall not apply to this contract. There is no obligation on the Company to provide the minimum hours in any particular months or weeks, spread them evenly over the year or to provide them at any particular location or intervals. There may be periods in which no work is allocated to you. 8.3 Y  ou hereby agree that the 48 hour Working Week limit, imposed by the Working Time Regulations 1998, shall not apply to any Assignments which you undertake unless due notice is given to terminate the same. You may withdraw your agreement by giving the Company three month’s written notice. 8.4 W  here you are employed as a driver, you confirm you are aware of your obligations under the Road Transport (Working Time) Regulations 2005 (the ‘Regulations’) to accurately record periods of availability, working time and periods of night work as defined by the Regulations and not to exceed the maximum numbers of hours permitted. You undertake to inform the Company of the number of hours you work either through the Company, on your own account or for any third party during any relevant reference period. You undertake to indemnify the Company against any driving related fines and/or penalties for which you are responsible.

Terms of Employment

8.5 F  or the avoidance of doubt, and for the purposes of the Working Time Regulations 1998, time spent travelling to and from the premises of Clients; lunch breaks and other rest breaks shall not count as part of your working time. 9.

Holiday Entitlement

9.1 The Company’s holiday year runs from the date of your first Assignment. holiday year, inclusive of Bank Holidays; pro-rata for those working part-time. These holidays shall be taken at a time or times agreed with the Company. Unless otherwise agreed by the Company, no unused holiday may be carried forward from one holiday year to the next. If on the termination of your employment you have taken holiday in excess of your entitlement you will be required to repay any such amount to the Company and the Company shall be entitled to deduct that sum from any other sums due. Accrual for paid annual leave (i.e. how we calculate what is a weeks’ pay for purposes of holiday pay) will be calculated pursuant to regulation 15A of the Working Time Regulations 1998, that is an average of the amounts paid in the twelve weeks preceding the period of leave, inclusive of all hours worked and sums paid except expenses. You are required to give no less than two weeks’ notice of your intention to take paid annual leave. The Company may instruct you to take paid annual leave at any time, including public holidays. 9.4 T  he provisions in clauses 9.1,9.2 and 9.3 shall be subject to any different entitlements that the worker may be entitled to under the Agency Workers Regulations in respect of leave and pay for that leave. 10.

Notification of Sickness or Other Absences

10.1 In the event of absence on account of sickness or injury you must inform the Company of the reason for your absence as soon as possible. You will not be entitled to Company sick pay in respect of any period of absence but may be entitled to Statutory Sick Pay subject to qualification in accordance with the rules of the scheme and to you submitting appropriate medical certificates and self-certification. For further details please refer to your Flexi-Worker Policy Handbook. 10.2 For the purposes of the Statutory Sick Pay scheme, the qualifying days are those on which the worker normally works during the current Assignment. If a worker works on an intermittent basis with no regular pattern of work, there is one qualifying day per week and that qualifying day shall be the Wednesday in every week. 11.

Pension

In 2012, the Government introduced pension changes (referred to as “Auto-enrolment”) to ensure that all employees make sufficient retirement provision. Taskmaster has chosen NOW Pensions as our workplace pension scheme to meet our employer duties and help you put money aside for your retirement. You will receive detailed information regarding the scheme direct from NOW after you commence employment with us. 12. Availability 12.1 You are obliged to work when required by the Company. You acknowledge that the Company may terminate your employment if, in the Company’s sole discretionary opinion, you unreasonably refuse to undertake an Assignment offered to you. In particular, following the end of an Assignment you will be provided with information on potential future Assignments. If you do not accept a new Assignment within 3 weeks of the end of your last Assignment or if you fail to contact the Company within that period of time to confirm your availability for work, the Company may terminate your employment.

Terms of Employment

as follows: 13.1.1 Immediate notice during the first month of your employment; 13.1.2 Two week’s notice if you have been continuously employed for one month but less than two years; and then 13.1.3 After 2 years service, one week’s notice for each completed year of continuous service plus one additional week up to a maximum of 13 weeks’ notice after 12 years’ continuous service. 13.1.4 For the avoidance of doubt, the termination of an Assignment will not terminate this agreement unless it is expressly stated. 13.2 You are required to give the Company one week’s notice to terminate your employment. 13.3 You are not entitled to pay during any period of notice during which you are not working on an Assignment. 13.4 Nothing in these terms and conditions of employment shall prevent the Company from terminating your employment without notice or salary in lieu of notice in the event of gross misconduct. 14.

Transfer Fees

14.1 If before the first Assignment, during the course of an Assignment or within the Relevant Period, the Client wishes to employ you directly or through another Employment Business, you acknowledge that the Company will be entitled to charge the Client a fee or to agree an extension of the hiring period with the Client after which the Client may engage you without extra charge. In addition, the Company will be entitled to charge a fee to the Client if they introduce you to a third party who subsequently engages you within the Relevant Period. The Relevant period is the longer period of either 14 weeks from the first day on which you worked for the Client or 8 weeks from the day after you were last supplied by the Company to the Client. 15.

Disciplinary and Grievance Procedures

15.1 Details regarding the Company’s grievance and disciplinary procedures are available in the Flexi-Worker Policy Handbook. However such procedures are not part of this contract. 15.2 If, either before or during the course of an Assignment, you become aware of any reason why you may not be suitable for an Assignment, you shall notify the Company without delay. 16.

Confidentiality

16.1 You must not use, copy or disclose any trade secrets or other information of a confidential nature relating to the Company or any of its Clients or their business or in respect of which the Company owes an obligation of confidence to any third party during or after your employment except in the proper course of your employment or as required by law. 16.2 You must not remove any documents or tangible items which belong to the Company or its Clients which contain any confidential information from the Company’s/ Client’s premises at any time without proper advance authorisation and must return any property and documents at the end of the Assignment. 17.

Intellectual Property

17.1 All intellectual property rights in any designs or other works created by you for the Company or its Clients shall at all times remain in the absolute ownership of the Company or its Clients.

Terms of Employment

18. Health and Safety at Work 18.1 The Company will take all reasonably practicable steps to ensure your health, safety and welfare while at work. It is also your legal duty to take care of your own health and safety and that of your colleagues. For details please refer to the Flexi-Worker Policy Handbook. 19. Data Protection 19.1 You agree that by signing this Agreement you have consented to the Company processing personal data about you in order to properly fulfil its obligations to you under this Agreement and as otherwise required by law in relation to your employment in accordance with the Data Protection Act 1998. Such processing will principally be for personnel, administrative and payroll purposes and will be shared with our Clients where appropriate. 19.2 During the course of an Assignment, telephone calls may be monitored and / or recorded for quality control, customer service, Flexi-Worker training and other lawful purposes by the client. In addition the Client / the Company may monitor your use of e-mail and the Internet. You hereby consent and agree to all such monitoring and recording. You further agree to comply with all specific security arrangements of the Client including where applicable, credit checks, personal searches and Criminal Record Bureau checks. 20. Cancellation of Assignments 20.1 The Company can cancel any Assignment at any time without notice and without liability. Cancellation of an Assignment is not termination of employment. 21. Miscellaneous 21.1 This document and the Flexi-Worker Handbook (except where it is stated therein that certain provisions are not contractual) constitute the entire agreement between the parties and supersede all other agreements or arrangements, written or oral, express or implied, between the parties. The Company confirms that it will act as an Employment Business in respect of any Assignments to its clients. 21.2 It is a condition of your employment that you must produce documentation to prove that you have a legal right to work in the UK. 21.3 The Company reserves the right to amend your terms and conditions of employment by giving no less than one month’s notice in writing of any significant changes. You will have been deemed to accept these changes, unless you inform the Company otherwise in writing within the notice period. 22. D  efinitions ‘Assignment’ means any assignment by the Company of you to work for a Client of the Company to provide the Client with temporary assistance. ‘Client’ means any Client of the Company who requires the provision of temporary labour services by the Company. 23. Law 23.1 These Terms of Employment are governed by English Law and are subject to the exclusive jurisdiction of the English Courts.

Terms of Employment

General Information & FAQ’s WHAT HAPPENS NOW THAT I HAVE REGISTERED FOR WORK? Your details will be entered into our database and will be assessed by a trained Consultant. We will then try to match you with a suitable vacancy with one of our clients as soon as possible. WHAT HAPPENS IF MY DETAILS CHANGE? If any of your personal details change, such as your address, telephone number, bank details, availability or method of transport, you must inform your Consultant immediately. CAN YOU GUARANTEE ME WORK? Every effort will be made to ensure that you are working regularly, however the variable nature of our clients’ business means that we cannot guarantee you continuous work. WHAT HAPPENS WHEN YOU DO HAVE WORK FOR ME? You will be briefed on the details of the job by your Consultant and will be told: 1 2 3 4 5 6

The name and address of the client The nature of the work Who and where to report to The hours of work The length of the contract The rates of pay

If you have any questions or any problems regarding your assignment, please let your Consultant know as soon as possible. WHAT DO I DO WHEN I ARRIVE? You should report immediately to the contact at the client at the time specified by your Consultant. WHAT WILL THEY TELL ME TO DO? Your Consultant will already have given you a basic outline of what your duties will involve and the business of the Client upon arrival, your supervisor will tell you specifically what your job will entail and where to go to start work. WHAT DO I DO IF I’M NOT SURE ABOUT SOMETHING? Your health and safety and that of those around you is of paramount importance, if you have any queries whatsoever about what you are doing or experience any problems, please speak to your supervisor immediately. WHAT HAPPENS IF I CANNOT ATTEND WORK? If for any reason whatsoever, you cannot get to your assignment on time, contact your Consultant straight away. You must give at least one hours notice of this, so that arrangements can be made and the clients informed. WHAT DO I DO IF I’M NOT HAPPY AT WORK? If you are not happy with the work you are doing, please contact your Consultant at the end of the day’s work and we will try to solve the problem. Never walk off the job. WHAT HAPPENS WHEN MY ASSIGNMENT FINISHES? You will have normally already been told the length of your contract. However if the Client informs you that the assignment is over, at the end of the day contact your Consultant to let them know the assignment has finished and if you are still available for work.

Terms of Employment

WHAT GOES ON MY TIME SHEET? You should make sure that all of the hours that you have worked are on the time sheet. You must make sure that the time sheet is signed by your supervisor. Give your supervisor the white copy of the time sheet. WHAT WILL I BE PAID FOR? You will be paid for all hours worked at the Client’s as signed for on your time sheet. You will not be paid for breaks or for time spent travelling to work. HOW WILL I GET PAID? All wages are paid directly into your bank or building society account by BACS. Your wages will be paid directly into your account on the Friday following the week you worked. WHAT INFORMATION IS ON MY PAYSLIP? Your payslip will show the number of hours you have worked, together with your hourly rate. It will also show details of any Tax and National Insurance you have paid. If you have a query with your payslip contact your Consultant. DO I GET PAID WHEN I AM SICK? You are entitled to be paid SSP, please refer to your contract for more information. GRIEVANCE PROCEDURE? If you feel that you wish to raise a grievance please contact your consultant in the first instance. If you feel that you do not get a satisfactory response then put your grievance in writing to the Branch Manager. HEALTH AND SAFETY POLICY STATEMENT All members of the Taskmaster Group are firmly committed to ensuring the safety of both our staff and our client’s employees and property. All our staff are instructed to follow our Client guidelines and procedures relating to any task you might be required to perform on site. You are also required to assist the client in every practicable way in their efforts to prevent loss and injury at their sites and premises. You are also required to report any incidents, potential hazards or any other matter that may affect your own safety and the safety of others on site to their supervisor immediately. All staff of the Taskmaster Group and their Managers have been informed of the above and affirm their commitment to the contents of this statement. EQUAL OPPORTUNITIES POLICY STATEMENT The Taskmaster Group is committed to a policy of equal opportunity for all. We do not discriminate on race, colour, age or national origin or on grounds of sex or marital status. All candidates and temporary workers will be interviewed, assessed and submitted to our client on the basis of their abilities and merits and according to the requirements of the vacancy or assignment. No one will be disadvantaged by any condition or requirement which is not justified by the genuine need of the job. FULL TERMS AND CONDITIONS For further information including policies etc., please refer to your contract of employment given to you at registration or visit the Employee area of our website to view the Employees Polices and Procedure manual.

Terms of Employment

Travel Scheme TRAVEL BENEFIT SCHEME EXPLAINED 1. WHAT IS THE TRAVEL BENEFIT SCHEME? The scheme is provided to certain employees engaged under a contract of employment to receive travel and subsistence payments without paying income tax and National insurance contributions on these payments. This travel and subsistence agreement is an arrangement between Taskmaster and HMRC. The travel and subsistence agreement, may entitle you to a travel and subsistence allowance to contribute to, or reimburse your travel costs (to and from your assignment) and food costs (incurred whilst on your assignment for 5 hours plus per day). These allowances are not subject to the deduction of tax and national insurance. This results in your take home pay being increased. Any increase in net pay will be shown on your wage slip. 2. WILL I BE ELIGIBLE TO RECEIVE THESE BENEFITS? The following criteria determine your eligibility to receive benefits: • You are earning above the minimum wage • You are expected to work, and are available and willing to work at different sites (i.e. beyond one postcode area) and for more than one client and do not remain at one site for more than 24 continuous months. 3. HOW DOES THE SCHEME WORK? If you qualify to be in the scheme, you agree to sacrifice some of your gross taxable pay in return for the tax/NI free travel and subsistence allowances. As your taxable pay has decreased you benefit from tax relief and NI savings on the value of the sacrifice. The level of benefit paid will be calculated in accordance with HMRC approved limits and your individual circumstances. 4. DO I HAVE TO SUBMIT RECEIPTS FOR MY TRAVEL AND FOOD COSTS? No. Claims for travel and subsistence expenses under the scheme will be payable based on the mode of transport that you inform Taskmaster you will be using to travel to the assignment and verification from yourself that you will incur subsistence expenses whilst at work. Whenever possible you will retain any receipts obtained and a record of the days on which you have incurred such expenditure and the method of transport you have used to get to your assignment. You will be expected to confirm on your weekly timesheet whether or not you have incurred daily subsistence and the method of transport used to get to work. If it is found that you have not retained sufficient records, made a false declaration on your timesheet or have told us the incorrect method of transport used then you may be subject to disciplinary action and any benefit from the payment of expenses will be reversed and deducted from your pay as an overpayment of expenses. 5. WILL BEING IN THE SCHEME AFFECT MY TAX CODE OR ANY STATE BENEFITS I MAY BE ENTITLED TO? The scheme will not affect your tax code in any way and as working and children’s tax credits are calculated on your taxable earnings any benefits that are related to your gross taxable pay such as tax credits may increase due to the decrease in your gross pay by inclusion to the agreement. 6. IF I PAY LESS NATIONAL INSURANCE CONTRIBUTIONS, WILL MY STATE PENSION BE AFFECTED? Providing your gross pay annually is above the ‘Lower Earnings Level’ (LEL) your pension will not be affected. If you are not in an occupational pension scheme the ‘earnings related’ element

Terms of Employment

of your state pension is generated on earnings above the LEL on which you pay National Insurance Contributions. This element may be affected, as you will be paying lower National Insurance Contributions. 7. WHAT ABOUT STATUTORY MATERNITY/PATERNITY PAY? The entitlement to Statutory Maternity Pay is calculated with reference to your earnings in the eight-week period up to the fifteenth week before your confinement. Any reduction of your pay in this period will result in a reduction of your entitlement. You will not be able to continue in the scheme when you start maternity leave as you will not be working at a temporary work place and therefore, will not be entitled to the Travel and subsistence allowance. The qualifying conditions for entitlement to Statutory Paternity pay are similar to those of Maternity therefore as long as your earnings in the qualifying period do not fall below the Lower Earnings Limit for National Insurance Contributions your entitlement should not be affected. 8. IF I AM RECEIVING TAX CREDITS OR OTHER BENEFITS WILL THESE BE AFFECTED? Although all individual cases differ, it is probable that your entitlement to tax credits will slightly increase whilst Statutory Sick Pay payments could slightly reduce. 9.IF I AM REPAYING A STUDENT LOAN, MAKE PAYMENTS TO THE CSA OR HAVE AN ATTACHMENT OF EARNINGS ORDER WILL THIS BE AFFECTED? Individual cases vary widely concerning Attachment of Earnings and CSA repayments, as a guide, these payments are calculated from your net pay so it is probable that as your net pay increases your repayments also will increase. Student loan re payments only start when the gross amount earned exceeds £288 per week. As the travel and subsistence scheme lowers your gross pay it is possible that your repayment may be lowered. 10. I AM NEARING OR ARE AT RETIREMENT AGE. CAN I BENEFIT FROM THE SCHEME? If you are nearing or at retirement age this may have an effect on your pension. Consequently you may wish to consider whether you want to participate in the scheme. 11. I AM A STUDENT – CAN I JOIN THE SCHEME? As a student, you don’t pay tax and national insurance, and therefore will not benefit from the scheme. If however, circumstances mean you do pay tax and national insurance, you will be eligible to join. 10. CAN I OPT OUT OF THE SCHEME? You will automatically be enrolled in the scheme, subject to meeting the HMRC eligibility criteria. However, should you wish to opt out, you may do so at any time during the first four weeks of your employment. After this period there will be a further opportunity to opt in or out of the scheme after 10 months of continuous employment. Thereafter, you agree to remain in the scheme for a renewable period of 12 months or until your employment with the company terminates. Similarly, if you wish to opt back into the scheme you must wait 12 months from the time you decided to opt out.

Terms of Employment

Manual Handling Techniques 1. STOP & THINK Plan the lift. Where is the load to be placed? Use appropriate handling aids if possible. Do you need help with the load? Remove obstructions such as discarded wrapping materials. For a long lift, such as floor to shoulder height, consider resting the load mid-way on a table or bench in order to change grip. 2. POSITION THE FEET Feet apart, giving a balanced and stable base for lifting (tight skirts and unsuitable footwear make this difficult). Leading leg as far forward as is comfortable. 3. ADOPT A GOOD POSTURE When lifting from a low level, bend the knees, but do not kneel or overflex the knees. Keep the back straight (tucking in the chin helps). Lean forward a little over the load if necessary to get a good grip. Keep the shoulders level and facing the same direction as the hips. 4. GET A FIRM GRIP Try to keep the arms within the boundary formed by the legs. The best position and type of grip depends on the circumstances and individual preference; but it must be secure. A hook grip is less tiring than keeping the fingers straight. If you need to vary the grip as the lift proceeds, do it as smoothly as possible. 5. KEEP CLOSE TO THE LOAD Keep the load close to the trunk for as long as possible. Keep the heaviest side of the load next to the trunk. If a close approach to the load is not possible, slide it towards you before trying to lift. 6. DON’T JERK Lift smoothly, keeping control of the head. 7. MOVING THE FEET Don’t twist the trunk when moving to the side. 8. PUT DOWN, THEN ADJUST If precise positioning of the load is necessary, put it down first, then slide it into the desired position.

Terms of Employment

Personal Hygiene Requirements for Personnel Working in Food Production Areas 1. PROTECTIVE CLOTHING, SAFETY FOOTWEAR, HAIRNET AND SMOCK must be worn at all times when working in production areas. Hair clips and grips should not be worn. Visitors and contractors must comply with this regulation. 2. PROTECTIVE CLOTHING must not be worn off site and must be kept in good condition. If it is in poor condition please inform your supervisor or Taskmaster contact. 3. BEARDS must be kept short and trimmed and a protective cover worn where considered appropriate by management. 4. NAIL VARNISH, FALSE NAILS, MAKE-UP OR AFTERSHAVE must not be worn in production areas. 5. FALSE EYELASHES, WRIST WATCHES AND JEWELLERY must not be worn. A blue plaster must cover any wedding bands. 6. HANDS must be washed regularly and kept clean at all times, especially at the start of your shift or when you return from breaks. 7. PERSONAL ITEMS are not allowed in production areas, please use the lockers provided for storage. 8. FOOD & DRINK must not be taken into or consumed in areas other than the tea bars and staff restaurant. 9. SWEETS & CHEWING GUM must not be consumed on site. 10. SMOKING IS FORBIDDEN ON SITE, smoking is only allowed in the designated areas. 11. SPITTING is forbidden in all areas on and off the site. 12. SUPERFICIAL INJURIES (e.g. Cuts, grazes, boils, sores and skin infections) must be reported to your supervisor and clearance obtained before entering production areas. 13. DRESSINGS must be waterproof and contain a metal strip. 14. INFECTIOUS DISEASES (including stomach disorders, diarrhoea, skin conditions and discharge from eyes, nose or ears) must be reported to your supervisor. This also applies to staff returning from foreign travel where there has been a risk of infection.

15. ALL STAFF MUST REPORT TO THEIR TASKMASTER CONTACT WHEN RETURNING FROM BOTH CERTIFIED AND UNCERTIFIED SICKNESS.

Terms of Employment

Health & Safety Guidelines GENERAL PLEASE REPORT: ANYTHING which may be hazardous to you or to anyone else • Equipment malfunctions and electrical defects • The discharge of any extinguisher • ALL accidents and ensure they are recorded in the accident book • ALL incidents (near misses) regardless of any lack of damage or injury • ALL accidental or otherwise damaged equipment PLEASE ENSURE THAT YOU: • Comply with safety signs and follow the warnings given • Ensure your workplace is kept clean and tidy PLEASE DON’T • Leave equipment in a condition or position where it may later injure you or someone else • Lift anything which may cause you injury to your health - ask for assistance

FIRE PLEASE ENSURE THAT YOU: • Know your fire escape routes and the relevant evacuation procedures • Know where the extinguishers are and how to use them • Sound the alram on discoverung a fire or shout “Fire”, “Fire”, “Fire” • Report to the assembly point on hearing the fire alarm or any person shouting “Fire” • Know the correct type and operation of extinguishers • Keep fire exits clear of all obstructions PLEASE DON’T • Smoke in hazardous or unauthorised areas • Tackle a fire BEFORE sounding the alarm and only then if you are confident that you can put it out without endangering yourself and others • Re-enter a building after a fire until authorised to do so

FIRST AID PLEASE ENSURE THAT YOU: • Know who the first aiders are • Report anything that you suspect may cause an injury • Report any accident to the first aider who should record it in the accident book • Check with the first aider before using anything from the first aid kits PLEASE DON’T • Use the first aid kits to store any medicines, ointments, tablets etc • Use the pins, bandages, plasters etc for any other purpose

Terms of Employment

Please sign both copies of this agreement as acknowledgement of your understanding and acceptance of these terms and conditions of employment.

Terms of Employment Between Taskmaster Resources Ltd (the Company)____________________________ AND THE FLEXI-WORKER (Please print your name) ____________________________________________________ BRANCH __________________________________________________________________ JOB TITLE _________________________________________________________________ N.I NUMBER _______________________________________________________________ Assuming I am eligible to join the company’s travel benefit scheme I authorise the company tomake any deductions from my salary or final payments, as specified in this document. Please tick the box to agree: I expect to incur costs in travelling to assignments I expect to incur costs in obtaining food and drink while on assignments I agree to notify the company if my circumstances change and I no longer incur either of the above expenses SIGNED BY THE FLEXI-WORKER ___________________________________________________________________________ SIGNED ON BEHALF OF THE COMPANY ___________________________________________________________________________ DATE ___________________________________

Terms of Employment