Terms of Engagement
Please read through the contract below and sign in the location below using your computers mouse or touchpad.
1. DEFINITIONS
1.1 In these Terms of Engagement the following terms apply:
“Assignment”
Means the period in which the Temporary worker is supplied to render services to the Client.
“Client” Means the business or person requiring the services of the Temporary Worker.
“Employment Business” Means “ Family Care Agency Ltd”
“Temporary Worker”may be employed on a fixed-term contract which allows them to work either until the task is complete or up until a specified termination date.
1.2 Unless the context otherwise requires, references to the singular include the plural.
1.3 The headings contained in these Terms are for convenience only and do not effect their interpretation.
2. THE CONTRACT
2.1 These terms constitute a Contract for services between the Employment Business and the Temporary
Worker and they govern all Assignments undertaken by the Temporary Worker.
2.2 For the avoidance of doubt, these Terms shall not give rise to a contract of employment between the employment Business and the Temporary Worker.
2.3 No variation or alteration to these Terms shall be valid unless the details of such variations are agreed by
the Employment Business and the Temporary Worker in writing stating the date upon which these variations
or alterations were made.
3. ASSIGNMENTS
3.1 The Employment Business will endeavor to find suitable Assignments for the Temporary worker within the
parameters of the Temporary Workers skills set and qualifications.
3.2 The Temporary Worker acknowledges that the nature of Temporary Work means there are periods when
no suitable work is available and agrees: that the suitability of the work offered shall be determined solely by
the Employment Business: that the Employment Business shall incur no liability to the Temporary Worker should it fail to offer opportunities to work within suitable assignments.
3.3 At the same time the Assignment is offered to the Temporary Worker the Employment Business shall
inform the Temporary Worker of the identity of the Client including full addressees, the time of the Assignment
including the number of hours, the remuneration and any applicable expenses if appropriate.
In addition, the Employment business shall make clear any risks to health and safety and take steps to ensure
reasonable precautions are taken. Please refer to Handbook for further details.
3.4 If, before the first Assignment, during the course of an Assignment of within the Relevant period the Client
wishes to employ the Temporary Worker direct or Through another employment business, the Temporary
Worker acknowledges that the Employment Business will be entitled to charge the Client a fee. In addition,
the Employment Business will be entitled to charge a fee to the Client if the Client introduces the Temporary
Worker to a third part who subsequently engages the Worker within the relevant period.
3.5 All employees are under an obligation not to disclose to anyone, unless that person is under a duty to receive it, any information coming to them while exercising their duties concerning a service user, their illness, their treatment or affairs relating to their families. Only when instructed by either a line manager or explicit consent has been given by the data subject, i.e. the service user or their nominated advocate, should confidential information be passed forward.
3.6 Employees who have access to confidential reports, records or documents, whether relating to staff, clients or service users, are expected to ensure that they are securely kept and not left anywhere they can be
seen by unauthorized persons.
3.7 Employees are to respect confidentiality at all times. This is achieved by never giving personal information relating to service users or staff to any unauthorized person. Never answer questions relating to individual policies or organizational policies.
4. REMUNERATION
4.1 The Employment Business shall pay the Temporary Worker remuneration at a minimum of the National
Minimum wage but in accordance with agreed rates with at the time of booking.
4.2 The actual rate will be notified on a per assignment basis, for each hour worked during an assignment to be paid weekly upon receipt of completed timesheets.
4.3 Holiday pay is included in the hourly rate and is therefore dependant on actual hours worked. This is paid quarterly and must be claimed before the end of the financial year by contacting payroll.
4.4 If an applicant cancels a shift within 24 hours of the start time or if you do not attend a booked shift Family Care Agency Ltd reserves the right to charge £20 for an administration fee.
4.5 The cost of a DBS will either be deducted from a wage packet or paid at registration
5. SICKNESS ABSENSE
5.1 The Temporary Worker may be eligible for Statutory Sick Pay provided the relevant statutory criteria are met.
5.2 All Temporary Workers are required due to the nature of the Assignments give at least 4hours notice to cancel any shifts as to not do so may endanger Service User’s due to insufficient staffing numbers.
5.3 Last minute cancellations may result in the Temporary Worker being subject to dismissal should a valid reason not be provided.
6. TIMESHEETS
6.1 At the end of each assignment, the Temporary Worker shall deliver a time sheet completed to indicate the number of hours worked including deductions for breaks as these are not paid unless otherwise indicated.
6.2 Where the Temporary Worker fails to deliver a properly authenticated timesheet the Employment
Business shall, in a timely fashion, conduct further investigations into the hours claimed by the Temporary
Worker. This may result in delays in payment due to the Temporary Worker. The Employment Business shall make no payment for hours not worked.
6.3 For the avoidance of doubt and the purposes of the Working Time Regulations, the Temporary Worker’s
working time shall only consist of those periods where they are carrying out duties for the Client as part of the Assignment. Traveling to and from, lunch and all other breaks shall not be included unless otherwise
indicated.
6.4 It is the Temporary Workers responsibility to ensure the Timesheets reach the finance office in good time and to ensure its arrival.
6.5 Temporary workers who wish to work 48 hours or more in any week must sign the declaration below.
Once signed it is not compulsory to work over those hours, it will allow the Temporary Worker the option.
CONDUCT OF ASSIGNMENTS
7.1 The Temporary Worker will be obliged to co-operate with the Clients reasonable instructions and accept direction, supervision and control of any responsible person in the Client’s Organization.
7.2 All rules, regulations, policies and procedures are to be followed both relating to the Client and the Employment Business
7.3 The Temporary Worker is to take all reasonable steps to safeguard their Health and Safety and report any incidents to the Employment Business in accordance with the Employment Handbook.
7.4 The Temporary Worker will not engage in any conduct detrimental to the interests of the Client or Employment Business.
7.5 At no time should the Temporary Worker divulge confidential information relating to the Client or the
Employment Business. Such action would be subject to action as outlined in the Employment Handbook.
TERMINATION
8.1 The Employment Business may terminate the Temporary Workers Assignment without any prior notice or liability
8.2 If the Temporary Worker does not report to the Employment Business their availability for a period of 4
weeks, then the Employment Business will forward a P45 to the Temporary Workers last known address.
8.3 Family care agency may validate Home Office documents provided by an applicant by sending them to the Home Office.
I have read understood and agree the standard terms of engagement. I also agree that I may work for more than an average of 48 hours a week. If I change my mind, I will give my employer 1 months notice in writing to end this agreement.