Contract of Employment
Updated last on: 23-Sep-2004
Note – this template is for a full-time post in Voscur. All parts marked * will need to have a pro-rata calculation, or comment of (pro-rata) inserted.
Terms and conditions of Employment
STATEMENT OF PARTICULARS
Issued under the Employment Protection (Consolidation) Act 1978 as amended by the Employment Acts 1980, 1982, and subsequent Employment Acts and the Trade Union Reform and Employment Rights Act 1993 and Employment Act 2002.
Name of Employee:
Name and Address of Employer:
Voscur Limited,
CREATE Centre,
Smeaton Road,
Bristol BS1 6XN
Period of employment:
Date this employment began:
Date this employment ends:
Date contract expires:
Job title:
The specific duties and responsibilities of the post are set out in the job description.
Workplace
You may be requested to work in any premises of Voscur, or elsewhere, unless such a request can be shown to be unreasonable.
Probationary Period
Your appointment is subject to a probationary period of three months. However, your probationary period may be extended at the discretion of management. A review meeting will be held at the end of your probationary period with your supervisor and a person from the Personnel Sub committee or Business Management Committee. Your appointment will be confirmed at this point providing the probationary period has been satisfactorily completed. Those employees on scale posts should be aware that salary scale increments are not due during the first three months of a probationary period.
Induction
Your supervisor will outline an induction programme.
Remuneration *
Your current salary is £ *** per annum at/within the scale Hay ** point *** and is subject to the normal statutory deductions. Those employees on scale posts should be aware that salary scale increments, if due, will be paid annually in April, but are not due if this falls within a three month probationary period. No employee, who is entitled to a scale increment, should wait longer than 15 months.
Working Hours *
Your working week is 37* hours, to be agreed in negotiation with your supervisor. A flexi-time system is operational. Time Off In Lieu must be negotiated with your supervisor. Neither an accumulation nor deficit of more than 8* hours per month can be carried forward. A minimum of half an hour must be taken for lunch.
Annual Leave *
Annual Leave entitlement is the equivalent of 30* working days per year, plus statutory bank holidays. Holiday entitlement is based on one twelfth of annual entitlement for each completed month of service in that year. Voscur acknowledges that staff may wish to take leave for religious festivals that do not fall on public holidays and this will be acceptable up to four days per year. These should be taken in lieu of public holidays. The holiday year runs from 1st April to 31st March.
Sickness Payment
It is the duty of every member of staff to inform his/her supervisor when he/she is absent from work on the first day of absence and the reason for the absence. This information should be given before 10.30 a.m. When absence is over three days, self-certification is required, for up to seven days of absence including weekends. A doctor's certificate is required for absences of seven days or more and progress reported at least fortnightly.
On return to work after a period of absence of seven continuous days or more, you must fill in your sick leave form and have it signed by your supervisor. Salaries will be paid during sickness absence in any twelve-month period of twelve weeks full pay and six weeks half pay. Please note that the above payments are subject to deductions.
Where absence is due to industrial injury which results in a successful claim against insurers, the specific terms of the award in relation to loss of earnings shall be applied, but not so as to leave the employee better off than he/she would otherwise have been.
Superannuation
Voscur will contribute 7% of salary to a personal pension scheme. You will have access Voscur’s group personal pension plan or you can use your scheme. Employees who do not already have a pension have a period of three months to set one up, after which pensions will not be payable retrospectively.
Maternity Leave
Statutory provisions apply. You may have time off work to attend ante-natal appointments.
Paternity/Partner Leave *
Statutory provisions apply.
Adoption Leave *
Statutory provisions apply. You may have time off work to attend pre-adoption meetings as negotiated with your supervisor.
Compassionate Leave *
Up to five days compassionate leave per annum pro-rata will be given in cases of urgent personnel distress, at the discretion of the Personnel Sub-Committee or Chair of the BMC. Any further days payable will be at the discretion of the Personnel Sub-Committee or Chair of the BMC.
Leave for Sick Dependants *
Up to five days leave per annum will be given to employees who have responsibility for sick dependants. This must be authorised by your supervisor.
Termination of Employment
A member of staff may be instantly dismissed for gross misconduct, examples of which are harassment, fighting, violence, theft, indecent behaviour, serious contravention of the Equal Opportunities Policy and dishonesty involving the organisation finances. Except in such cases, ***** weeks' notice of termination by either party shall apply.
Notice of intention to terminate employment should be addressed to the Chair of the Business Management Committee or Personnel Sub-Committee.
Trade Union Representation*
Employees are encouraged to join a trade union of their choice. A maximum of 3.5* hours per month pro rata can be allocated to trade union activity.
Confidentiality of Information
Except in the course of discharging his/her duties, information that comes to the knowledge of a member of staff must be kept within the organisation. This applies equally when the member of staff has left the employment of Voscur. Breach of the above may result in disciplinary action.
Expenses
A member of staff is entitled to claim for expenses for travel and subsistence incurred whilst engaged on Voscur business according to the rates currently in force. This does not apply to travel from home to start the working day, or travel home at the end of the working day, from the usual place of work or other place of equal distance from home. Staff are expected, when travelling outside of Bristol, to get agreement from their supervisor and will be expected to travel by the cheapest form that is available and accessible.
Mileage rates are set at the Inland Revenue rates per mile and reviewed annually.
Private Work
On occasions, members of staff may be asked to take on private work. Voscur has no objection to this provided that the employee notifies their supervisor of the work, it is made clear that is being done in a private capacity and that there is no conflict of interest with work done for Voscur. If the request for private work is through a contact made whilst undertaking Voscur's work, then the request must be initially processed through Voscur via a supervisor.
Future Changes
Job descriptions and terms and conditions of employment are to be reviewed annually. At least 1 month’s notice of any proposed changes will be given to the employee in order that he/she can inform their trade union that will be entitled to be consulted and negotiate on his/her behalf.
Health and Safety at Work
Voscur policy is to do all that is reasonable to guard against injury and to promote health and safety at work. All members of staff have a responsibility to assist in the implementation of the policy by complying with the rules, by drawing attention to the hazards and by completing the accident book when an accident leads to, or might have led to, injury or damage.
Disciplinary Procedure
A disciplinary procedure is established and published as a separate document.
Grievance Relating to Employment
A grievance procedure is established and published as a separate document.
I accept the position offered on the terms and Conditions as set out above.
Signed: Date:
On behalf of Voscur
Signed: Date:
Name: Position: