Children’s Residential Support Worker

If you have any unspent convictions or prosecutions pending, please give details:

Between:

SRS (Reading) LLP, of the above address (hereinafter referred to as the “SRS”, “We” or the “employment business”)

and

of

(hereinafter referred to as the “agency worker” or “you”).

NATURE OF ENGAGEMENT

NOTIFICATION REQUIREMENTS TO END AN ASSIGNMENT

PAYMENT

ABSENCE

STATUTORY ANNUAL LEAVE

INFORMATION ABOUT PREVIOUS ASSIGNMENTS

HEALTH AND SAFETY AT WORK

STANDARDS

• On attending a client’s establishment, you will observe any specific instructions given regarding standards of dress. Where no specific instructions have been given, you should present a professional image and wear clothes appropriate to the responsibilities of your assignment.
• You will familiarise yourself with and observe any rules and regulations of the client’s establishment, particularly with regard to use of any computer equipment, client telephones and personal mobile phones.
• You will not engage in any conduct detrimental to the interests of the client or the employment business.
• You will co-operate with the client’s staff and accept the direction, instruction and supervision of any responsible person in the client’s establishment.
• You will not at any time divulge to any person, nor use for your own or any other person’s benefit, any confidential information relating to the client’s or the employment business’ transactions, finances, customers, employees or business affairs.

EQUALITY, INCLUSION AND DIVERSITY POLICY

COMPLAINING ABOUT DISCRIMINATION OR HARASSMENT

PENSION SCHEME

A) STATEMENT OF POLICY

1. The terms equality, inclusion and diversity are at the heart of this policy. ‘Equality’ means ensuring everyone has the same opportunities to fulfil their potential free from discrimination. ‘Inclusion’ means ensuring everyone feels comfortable to be themselves at work and feels the worth of their contribution. ‘Diversity’ means the celebration of individual differences amongst the workforce. We will actively support diversity and inclusion and ensure that all our employees are valued and treated with dignity and respect. We want to encourage everyone in our business to reach their potential.
2. We recognise that discrimination is unacceptable and although equality of opportunity has been a long standing feature of our employment practices and procedure, we have made the decision to adopt a formal policy. Breaches of the policy will lead to disciplinary proceedings and, if appropriate, disciplinary action up to and including dismissal.
3. The aim of the policy is to ensure that agency workers are not discriminated against either directly or indirectly on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation.
4. The employment business will ensure that the policy will be made available for all agency workers and made known to all applicants for work.
5. The policy will be communicated to all clients reminding them of their responsibilities towards equality of opportunity.
6. Whilst the employment business has no direct control over your place of work, we will endeavour to ensure that a neutral working environment is maintained, in which no agency worker feels under threat or intimidated.

B) RECRUITMENT AND SELECTION

1. The employment business will endeavour, through appropriate training, to ensure that employees making recruitment and assignment decisions will not discriminate, whether consciously or unconsciously, in making these decisions.
2. A consistent and non-discriminatory approach will be taken to any advertising of vacancies.
3. Recruitment will not be confined to areas or media sources that provide only, or mainly, applicants of a particular group.
4. All applicants who apply for work will receive fair treatment and will be considered solely on their ability to do the work.
5. All employees involved in the recruitment, selection and assignment process will periodically review their selection criteria to ensure that they are related work requirements and do not unlawfully discriminate.
6. Interview questions will be related to the requirements of the work and will not be of a discriminatory nature.
7. The employment business will not disqualify any agency worker because he/she is unable to complete an application form unassisted unless personal completion of the form is a valid test of the standard of English required for the safe and effective performance of the type of work assignments being sought.
8. Selection decisions will not be influenced by any perceived prejudices of other staff.

THE 48 HOUR MAXIMUM AVERAGE WORKING WEEK

1. If you are overpaid for any reason, the total amount of the overpayment will normally be deducted from your next payment but if this would cause hardship, arrangements may be made for the overpayment to be recovered over a longer period.
2. If you arrive for work more than one hour late without having previously notified us, other arrangements may have been made to cover your duties and you may be sent off the premises for the remainder of the shift without pay.
3. Lateness or absence may result in disciplinary action and/or loss of appropriate payment.
4. You are required to complete and submit timesheets as directed in order to ensure that you receive the correct payment. Incorrectly completed, or late submission of, timesheets may result in incorrect or delayed payment of wages. Deliberate falsification of timesheets will be regarded as a disciplinary offence and may lead to your summary dismissal.
5. Any damage to vehicles, stock or property that is the result of your carelessness, negligence or deliberate vandalism will render you liable to pay the full or part of the cost of repair or replacement;
6. Any loss to us that is the result of your failure to observe rules, procedures or instruction, or is as a result of your negligent behaviour or your unsatisfactory standards of work will render you liable to reimburse to us the full or part of the cost of the loss.
7. In the event of an at fault accident whilst driving one of our vehicles you may be required to pay the cost of the insurance excess as per the policy.
8. In the event of failure to pay, such costs will be deducted from your pay.
9. If you arrive for work and, in our opinion, you are not fit to work, we reserve the right to exercise our duty of care if we believe that you may not be able to undertake your duties in a safe manner or may pose a safety risk to others, and send you away for the remainder of the day with or without pay and, dependent on the circumstances, you may be liable to disciplinary action.
10. The Company mobile phones are to be used for business purposes only except in the case of an emergency. Reasonable personal use is permitted. Therefore any personal use deemed by SRS to be excessive may be recharged back to you. SRS reserves the right to deduct the appropriate sums from your pay in the event that repayments are not made. SRS reserves the right to monitor all communications made on Company mobile phones in order to ensure compliance with our policies and procedures.
11. If you terminate your employment / agency worker contract without giving or working the required period of notice, as indicated in your individual Statement of Main Terms of Employment/Agency Worker Contract, you will have an amount equal to any additional cost of covering your duties during the notice period not worked deducted from any termination pay due to you. This is an express written term of your contract of employment/agency worker contract. You will also forfeit any contractual accrued holiday pay due to you over and above your statutory holiday pay, if you fail to give or work the required period of notice.
12. On the termination of your employment/agency worker contract you must return all our property which is in your possession or for which you have responsibility. Failure to return such items will result in the cost of the items being deducted from any monies outstanding to you. This is an express written term of your contract of employment/agency worker contract.
13. On termination of your employment/agency worker contract, you must return any Company vehicle in your possession to our premises. Failure to return the vehicle will result in the cost of its recovery being deducted from any monies outstanding to you. This is an express written term of your contract of employment/agency worker contract.
14. We will not be held responsible for any fines (e.g. parking, speeding, etc) incurred by you whilst working for us. If we receive the summons on your behalf, we may pay the fine and deduct the cost from any monies owing to you.
15. You may be supplied with cash for the purpose of filling a vehicle with fuel. If this is the case you should retain receipts and return any money left over from fuel purchases.You will be required to reimburse us the cost of any unauthorised expenditure. In the event of failure to pay, we have the contractual right to deduct such costs from your pay.

If the answer is yes to any of the questions on this form, please give full details in the space provided of the dates, duration and outcome of the illness or condition. If we have any concerns about your fitness for work, employment will be subject to satisfactory medical reports.