7/23/2019 Terms Engagement

1/2

FORTE Reliable Catering Staff AgencyFirst Floor, Yeatmans Old Mill, Poole Quay, BH15 1HA

TERMS OF ENGAGEMENT OF TEMPORARY WORKERSBETWEEN Forte Reliable Catering Staff Agency (hereinafter called the EMPLOYMENT BUSINESS)

AND _______AMAN KHANNA___________________ (hereinafter called the TEMPORARY WORKER)

1. DEFINITIONSIn these terms of engagement the following

definitions apply:-

The Client means the person, firm or corporatebody requiring the services of theTemporary Worker

The assignment means the period during which theTemporary Worker is engaged to

render services

References in the singular include the plural and references to the

masculine include the feminine andvice versa.

2. THE CONTRACTa) These Terms constitute a contract for services between the

Employment Business and the Temporary Worker upon being

signed by the Temporary Worker and they govern each and every

assignment undertaken by the Temporary Worker. In the event ofthe Temporary Worker declining to accept any offer of work or

not attending work for any reason, no contract shall exist between

the Employment Business and the Temporary Worker.b) For the avoidance of doubt, these Terms shall not give rise to a

contract of employment between the Employment Business and

the Temporary Worker.c) No variation or alteration of these terms shall be valid unless

approved by the Employment Business in writing.

3. The Employment Business will endeavour to obtain suitable

assignments for the Temporary Worker to work as

a______________________________________________

4. The Temporary Worker acknowledges that it is in the

nature of temporary work that there may be periods when

no suitable work is available and agrees (a) that suitability

shall be determined solely by the Employment Business

and (b) that the Employment Business shall incur noliability towards the Temporary Worker should it fail to

offer opportunities to work in the category specified in (3)or in any other category.

5. The Employment Business shall pay to the Temporary Workerremuneration calculated at the national minimum hourly rate for

each hour worked during an assignment, to be paid weekly in

arrears subject to deductions for the purpose of Class 1 NationalInsurance contributions. PAYE and any other deductions which

the Employment Business may be bound by law to make.

6. The Temporary Worker is on a probationary period as a

temporary employee for 12 months. If the temporary worker is

sick or late three or more times you will fail your probation.The temporary worker is entitled to payment of 28 days holiday

including Bank Holidays, per 52 weeks, taken with theagreement of the Employment Business. Where you are paid ahigher rate than the National Minimum Wage your holiday pay

will be allocated and paid on a weekly basis for each week you

work as you are entitled holiday for each week you work. If thisdoes not apply to you and the the entitlement is not taken or not

taken in full we do not carry forward the entitlement to the

following year.The entitlement is open each calendar year from

April 1stto 31stMarch.

7. As per agreement upon commencement of employment,anyabsence within the first 8 weeks will be treated as holiday(if

accrued) or unpaid leave. Once this 8 weeks have been

completed,normal statutory rules will applyIf you are absent from work for any reason you must inform your

Consultant prior to the commencement of your agreed start time

on your first day of absence and on any subsequent days ofabsence.

Any absence due to sickness, injury or accident, should be

covered by a self-certification form and any sickness thatcontinues for more than 7 consecutive days (including weekends),

must be covered with a medical certificate to cover that absence.

If you remain absent from work, you must produce a medicalcertificate to cover the entire period while you are absent. The

medical certificate must state the reason for the absence. If you

do not follow these requirements, you may lose your entitlementto Statutory Sick Pay (SSP). You may also be subject to

disciplinary action in terms of the Companys disciplinary policy.

If you are absent from work due to sickness, injury or accident, and

you comply with the requirements in this Clause and your earningsare sufficient to trigger entitlement to SSP in terms of the relevant

legislation from time to time, you will be paid SSP.After the first seven days of sickness, the Company reserves the

right to require you to undergo a medical examination conducted

by a doctor nominated by the Company, at the Company's expense.

7. The Temporary Worker is not obliged to accept any

assignment offered by the Employment Business but if hedoes so, during every assignment and afterwards, as

appropriate, he will:-

a) co-operate with the Clients staff andaccept the direction, supervision and

instruction of any responsible person in

the Clients organisation.

b) observe any rules and regulations of the

Clients establishment to which attentionHas been drawn or which the TemporaryWorker might reasonably be expected to

Ascertain.

c) unless arrangements have been made tothe contrary, conform to the normal hours

of work currently in force at the Clients

establishment.d) take all reasonable steps to safeguard his

own safety and the safety of any other

person who may be present or affected byhis actions on the assignment and comply

with the health and safety policy of the

Client.e) not engage in any conduct detrimental to the

interests of the Client.

8. At the end of each week of an assignment (or at the end of

the assignment where an assignment is for a period of less

than one week or is completed before the end of a week)the Temporary Worker shall deliver to the Employment

Business his/her time sheet duly completed to indicate the

number of hours worked by the Temporary Workerduring the preceding week and signed by an authorised

representative of the Client.

9. a) The Employment Business or the Client, may

without notice and without liability instruct theTemporary Worker to end an assignment at any

time.

b) If the Temporary Worker is unable for anyreason to work on an assignment he should

inform the Employment Business at least 4 hours

before the start of the shift to enable alternativearrangements to be made.

10. The Temporary Worker will not at any time divulge to anyperson, nor use for his own or any other persons benefit,

any information in relation to the Clients or Employment

Business employees, business affairs, transactions orfinances.

11. The Temporary Worker has agreed that he will not accept directemployment from any of The Employment Business Clients

whilst in employment with The Employment Business nor for a

period of 6 months after ceasing to be employed by TheEmployment Business.

Signed by the Temporary Worker

..

Date13/10/15

7/23/2019 Terms Engagement

2/2