This Starter Checklist can be used to gather information about your new employee. You can use this
information to help fill in your first Full Payment Submission (FPS) for this employee. You need to keep
the information recorded on the Starter Checklist record for the current and previous 3 tax years.
Do not send this form to HMRC.

As a new employee your employer needs the information on this form before your first payday to tell HMRC
about you and help them use the correct tax code. Fill in this form then give it to your employer.
Do not send this form to HMRC.

I confirm that the information I’ve given on this form is correct.

Please answer all of the 8 questions below by ticking the one correct answer per question and complete your details and the date at the bottom.

K. Ince
Elite Security Service Providers Ltd
Lewth Stables
Lewth lane
Woodplumpton
Preston
Lancashire
PR4 0TD

OFFER LETTER

We would like to confirm the offer to you by Elite Security Service Providers Ltd (“the Company”) of appointment as a Security Officer and to confirm the principal terms of our discussions.

This offer is subject to satisfactory security screening in accordance with BS7858 requirements and timescales. You will not be able to commence in your employment with the company until we have completed limited screening.

Your employment shall be subject to an initial probationary period of 3 months during which your performance and conduct will be monitored.

This offer is also subject to you providing relevant documents to the Company proving your legal right to work in the UK including your passport (and other documentation, if necessary) and P45. Copies will be taken of these documents for our records.

The other terms and conditions of employment are set out in your Terms and Conditions of Employment. The Terms and Conditions of Employment, along with this Offer Letter, will form your contract of employment which you will receive at your induction training.

Please sign and date both copies of this Offer Letter and return one to us as soon as possible. When writing, please could you confirm the date on which you are free to commence employment with us. We understand this date to be Click or tap to enter a date. At the same time, please advise us of any medical conditions, allergies, disabilities etc. of which we should be aware.

If you have any questions concerning the terms of our offer, please let us know as soon as possible and we will do all we can to ensure they are answered.
We look forward to your reply and to welcoming you to the Company

ELITE SECURITY SERVICE PROVIDERS LTD HEREIN AFTER MAY ALSO BE REFERRED TO AS THE ‘COMPANY’.

In addition to your Contract of Employment you specifically agree to work such hours, including such hours over the maximum 48 hours.

You therefore give your consent to waive your right under the Working Time Regulations to have your Working Time limited to an average of 48 hours per week any 17-week period as may be defined from time to time.

You further agree that, in the event that you wish to withdraw this consent, you will give Elite Security Service Providers Ltd three month-notice of your intention to opt back into the said Working Regulations.

It is the Company’s duty to generally monitor your working hours including all other hours worked within the Company; albeit for the nominated person within the Company, firm or premises so regarded by Elite Security Service Providers Ltd as a designed assignment or ‘site’.

It should be noted however, that this opt out clause does not cover break periods between shifts. This is a Health and Safety Statute within the Working Time Regulations.

ELITE SECURITY SERVICE PROVIDERS LTD
Privacy Notice
Staff, Workers & Contractors
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1. INTRODUCTION
1.1. Elite Security Service Providers Ltd (“the Company”) is committed to protecting the
privacy and security of your personal information.
1.2. The purpose of this policy is to outline how we collect and use personal information
about you during and after your working relationship with the Company in
accordance with the General Data Protection policy.
1.3. This policy applies to all employees, including workers and contractors.
1.4. The Company is a “data controller”. This means that the Company is responsible for
deciding how we hold and use personal information about you. The Company is
required under the data protection legislation to notify you of the information
contained within this privacy notice policy.
1.5. This notice applies to current and former employees, workers and contractors. This
policy does not form party of your contract of employment or any other contract to
provide services. The Company reserves the right to update this notice at any time.
1.6. You should read this policy/notice, together with any other privacy notice which the
Company may provide on specific occasions when we are collecting or processing
personal information about you, so that you aware of how and why the Company
are using such information.
1.7. What are the principles of Data Protection?
1.7.1. The Company will at all times comply with data protection law. The law states that
any personal information that the Company holds about you must be:
1.7.1.1. Used lawfully, fairly and in a transparent way;
1.7.1.2. Collected only for valid purposes that the Company has clearly explained
to you and not used in any way that is incompatible with those purposes;
1.7.1.3. Relevant to the purposes that the Company has told you about and limited
to those purposes only;
1.7.1.4. Accurate and kept up to date;
1.7.1.5. Kept only for as long as necessary for the purposes that the Company has
told you about, further information on the Company’s policy on the
retention of documentation can be found within the Quality Management
System and within the document control register; and
1.7.1.6. Kept securely.
1.8. What type of information does the Company hold about me?
1.8.1. The Company will hold personal data, or personal information about you, which
means any information which could identify you. This does not include data where
your identity has been removed (anonymous data).
1.8.2. The Company will collect, store, and use the following categories of personal data
about you, including but not limited to:
1.8.2.1. Personal details such as your name, title, addresses, telephone numbers
and personal email addresses;
1.8.2.2. Data of birth;
1.8.2.3. Gender;
1.8.2.4. Marital status and dependants;
1.8.2.5. Next of kin and emergency contract information;
1.8.2.6. National insurance number;
1.8.2.7. Bank account details, payroll records and tax information;
1.8.2.8. Salary, annual leave, pension and benefits information;
1.8.2.9. Start date;
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1.8.2.10. Location of employment or workplace;
1.8.2.11. Copy of your driving licence;
1.8.2.12. Recruitment information (including copies of right to work documentation,
references and other information included in a CV or cover letter or as part
of the application process.);
1.8.2.13. Employment records (including job title, work history, working hours, training
records and professional memberships);
1.8.2.14. Compensation history;
1.8.2.15. Performance information;
1.8.2.16. Disciplinary and grievance information;
1.8.2.17. CCTV footage and other information obtained through electronic means
such as the vehicle tracking data for all company vehicles.
1.8.2.18. Information about your use of the Company’s information and
communication systems; and
1.8.2.19. Photographs.
1.8.3. There are also “special categories” of more sensitive personal data which require a
higher level of protection.
1.8.4. “Special categories” of more sensitive personal data means personal data which
includes data revealing; race or ethnic origin, political opinions, religious or
philosophical beliefs, trade union membership, genetic data, biometric data, data
concerning health, sex, sexual orientation or sex life.
1.8.5. The Company may also collect, store and use the following ‘special categories’ of
more sensitive personal information, including but not limited to:
1.8.5.1. Information about your race or ethnicity, religious beliefs, sexual orientation
and political opinions;
1.8.5.2. Trade union membership;
1.8.5.3. Information about your health, including any medical condition, health
and sickness records;
1.8.5.4. Genetic information and biometric data; and
1.8.5.5. Information about criminal convictions and offences.
1.9. How will my personal information be collected?
1.9.1. The Company will typically collect personal information about employees, workers
and contractors through the application and recruitment process, either direct from
candidates, or sometimes from an employment agency or a background check
provider.
1.9.2. The Company also collects additional information from third parties including former
employers, character referees and credit reference agencies.
1.9.3. The Company will collect additional personal information in the course of job-related
activities throughout the person of you working for the Company.
1.10. How will the Company use information about me?
1.10.1. The Company will only use your personal information when the law allows it to do so.
1.10.2. The Company will most commonly use your personal information in the following
circumstances:
1.10.2.1. Where the Company needs to perform the contract which it has entered
in to with you;
1.10.2.2. Where the Company needs to comply with a legal obligation and
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1.10.2.3. Where it is necessary for the Company’s legitimate interests (or those of a
third party) and your interests and fundamental rights do not override those
interests.
1.10.3. The Company may also use your personal information in the following situations, which
are likely to be rare:
1.10.3.1. Where the Company needs to protect your interests (or someone else’s
interests); and/or
1.10.3.2. Where it is needed in the public interest or for official purposes.
1.11. In what situations will the company use my personal information?
1.11.1. The Company needs all of the categories of information listed above at clause 1.8,
primarily to allow the Company to perform its contract with you and to enable the
Company to comply with its legal obligations.
1.11.2. The Company may in some cases use your personal information to pursue legitimate
interests of its own or those of third parties, provided that your interests and
fundamental rights do not override those interests.
1.11.3. The situations in which the Company will process your personal information are when
the Company is:
1.11.3.1. Making a decision about your recruitment or appointment;
1.11.3.2. Determining the terms on which you work for the Company;
1.11.3.3. Checking that you are legally entitled to work in the UK;
1.11.3.4. Paying you, and if you are an employee, deducting tax and National
Insurance contributions;
1.11.3.5. Providing any benefits to you including company vehicle users.
1.11.3.6. Liaising with your pension provider;
1.11.3.7. Administering the contract which the Company have entered in to with
you;
1.11.3.8. Business management and planning, including accounting and auditing;
1.11.3.9. Ensuring compliance with Company policies and procedures;
1.11.3.10. Conducting performance reviews, managing performance and
determining performance requirements;
1.11.3.11. Making decisions about salary reviews and compensation;
1.11.3.12. Assessing qualifications for a particular job or task, including decisions about
promotions;
1.11.3.13. Gathering evidence for possible grievance and disciplinary hearings;
1.11.3.14. Making decisions about your continued employment or engagement;
1.11.3.15. Making arrangements for termination of your working relationship with the
Company;
1.11.3.16. Education, training and development requirements;
1.11.3.17. Dealing with legal disputes involving you, or other employees, workers and
contractors, including accidents at work;
1.11.3.18. Ascertaining your fitness to work;
1.11.3.19. Managing sickness absence and/or health issues in the workplace;
1.11.3.20. Complying with health and safety obligations;
1.11.3.21. To prevent fraud;
1.11.3.22. To monitor your use of the Company’s information and communication
systems to ensure compliance with the IT policies and/or deal with incoming
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business emails during periods of absence and/or ensure compliance with
our standards/rules/policies and/or procedures including investigating any
complaints (internal or external);
1.11.3.23. To ensure network and information security, including preventing
unauthorised access to the Company’s computer and electronic
communications systems and preventing malicious software distribution;
1.11.3.24. To conduct data analytics studies to review and better understand
employee retention and attrition rates; and
1.11.3.25. Equal opportunities monitoring.
1.11.4. Some of the above grounds for processing will overlap and there may be several
grounds which justifies the use of your personal information.
1.12. What happens if I fail to provide personal information?
1.12.1. If you fail to provide certain information when requested, the Company may not be
able to perform the contract it entered in to with you (such as paying you or providing
a benefit), or the Company may be prevented from complying with its legal
obligations (such as ensuring the health and safety of workers).
1.13. Can the Company change the purpose for which it is using my personal data?
1.13.1. The Company will only use your personal information for the purposes for which it
collected it, unless it reasonably considers it needs to use it for another reason, and
that the reason is compatible with the original purpose.
1.13.2. If the Company needs to use your personal information for an unrelated purpose, the
Company will notify you and explain the legal basis for this.
1.13.3. The Company may process your personal information without your knowledge or
consent, in compliance with the above rules, where this is required or permitted by
law.
1.14. How will the Company use particularly sensitive personal information?
1.14.1. ‘Special categories” of particularly sensitive personal information require higher levels
of protection and the Company needs to have further justification for collecting,
storing and use this information.
1.14.2. The Company may process special categories of personal information in the following
circumstances:
1.14.2.1. In limited circumstances, with your explicit written consent;
1.14.2.2. Where the Company needs to carry out legal obligations and in line with its
acceptable use IT policy.
1.14.2.3. Where it is needed in the public interest, such as for equal opportunities
monitoring [or in relation to our occupation pension scheme], and in line
with the Company’s data protection policy; and
1.14.2.4. Where it is needed to assess your working capacity on health grounds,
subject to appropriate confidentiality safeguards.
1.14.3. The Company may, process this type of information where it is needed in relation to
legal claims, or where it is needed to protect your interests (or someone else’s
interests) and you are not capable of giving your consent, or where you have already
made the information public. The Company may also process such information about
members or former members in the course of legitimate business activities with
appropriate safeguards.
1.15. What are the Company’s obligations?
1.15.1. The Company will use sensitive personal information in the following ways:
1.15.1.1. The Company will use information relating to leaves of absence, which may
include sickness absence or family related leave, to manage your
absences and comply with employment and other laws.
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1.15.1.2. The Company will use information about your physical or mental health, or
disability status, to ensure your health and safety in the workplace and to
assess your fitness to work, to provide appropriate workplace adjustments,
to monitor and manage sickness absence and to administer benefits.
1.15.1.3. The Company will use information about your race or national or ethnic
origin, religious, philosophical or moral beliefs, or your sexual life or sexual
orientation, to ensure meaningful equal opportunity monitoring and
reporting.
1.16. Does the Company require your consent?
1.16.1. The Company does not need your consent if the Company uses special categories
of your personal information in accordance with its written policy to carry out the
Company’s legal obligations, or to exercise specific rights in the field of employment
law. In limited circumstances, the Company may approach you for your written
consent to allow us to process certain sensitive data. If it does so, the Company will
provide you with full details of the information that it would like and the reason we
need it, so that you can carefully consider whether you wish to give your consent. You
should be aware that it is not a condition of your contract with the Company that you
agree to any request for consent.
1.17. How can the Company use information about criminal convictions?
1.17.1. The Company may only use information relating to criminal convictions where the law
allows it to do so. This will usually be where such processing is necessary to carry out its
obligations and provided it does so in line with safeguarding obligations.
1.17.2. The Company may less commonly use information relating to criminal convictions
where it is necessary in relation to legal claims, where necessary to protect your
interests (or someone else’s interests) and/or if you are not capable of giving your
consent, or where you have already made the information public.
1.17.3. The Company may also process information about members or former members in
the course of legitimate business activities with the appropriate safeguards.]
1.17.4. The Company [does/does not envisage] that it will hold information about criminal
convictions.
1.17.5. The Company will only collect information about criminal convictions if it is
appropriate given the nature of the role and where it is legally able to do so.]
1.17.6. The Company will collect information about criminal convictions and pending
actions, subject to the provisions of the rehabilitation of Offenders Act 1974 as part of
the recruitment process or when notified of such information directly by you in the
course of you working for the Company.
1.17.7. The Company will use information about criminal convictions and alleged offences
as part of the recruitment and screening process.
1.17.8. The Company is allowed to use your personal information in this way to carry out their
recruitment obligations in accordance with BS 7858.
1.18. What is data sharing and how will this affect me?
1.18.1. The Company may have to share your data with third parties, including third-party
service providers and other entities in the Company’s group.
1.18.2. The Company may require third parties to respect the security of your data and to
treat it in accordance with the law.
1.19. Why might you share my personal information with third parties?
1.19.1. The Company may share personal information with third parties where required by
law, where it is necessary to administer the working relationship with you or where it
has another legitimate interest in doing so, for example, organising your membership
of a pension scheme or transferring our business (or part of it) to another business.
1.20. Which third-party service providers process my personal information?
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1.20.1. "Third parties" includes third-party service providers (including contractors and
designated agents).
1.20.2. The following activities are carried out by third-party service providers: Payroll, pension
administration, benefits provision and administration and IT services.
1.21. How secure is my information with third-party service providers and other entities in
our group?
1.21.1. All of the Company’s third-party service providers are required to take appropriate
security measures to protect your personal information in line with Company policies.
The Company does not allow its third-party service providers to use your personal data
for their own purposes. The Company only permits them to process your personal data
for specified purposes and in accordance with our instructions.
1.21.2. To ensure the Company’s third-party service providers are complying with their
obligations under data protection regulations and safeguarding your personal data,
the Company may conduct audits on third party service providers from time to time
as well as seeking contractual commitment for compliance with data protection
obligations.
1.22. What about other third parties?
1.22.1. The Company may share your personal information with other third parties, for
example in the context of the possible sale or restructuring of the business. We may
also need to share your personal information with a regulator or to otherwise comply
with the law.
1.23. Will my information be transferred outside of the EU?
1.23.1. The personal information that we collect from you will not be transferred or stored
outside the EU.
1.24. What is data security and how does this affect me?
1.24.1. We are committed to ensuring that your information is secure. To prevent
unauthorised access or disclosure, we have put in place suitable physical, electronic
and managerial procedures to safeguard and secure the information we collect.
1.24.2. Third parties will only be entitled to process your personal information on the
Company’s instructions and where we have agreed to treat the information
confidentially and to keep it secure.
1.24.3. The Company has put in place appropriate security measures to prevent your
personal information from being accidentally lost, used or accessed in an
unauthorised way, altered or disclosed. In addition, we limit access to your personal
information to those employees, agents, contractors and other third parties who have
a business need to know. They will only process your personal information on our
instructions and they are subject to a duty of confidentiality.
1.24.4. The Company has put in place procedures to deal with any suspected data security
breach and will notify you and any applicable regulator of a suspected breach where
it is legally required to do so.
1.25. How long will you use my information for?
1.25.1. The Company will only retain your personal information for as long as necessary to fulfil
the purposes we collected it for, including for the purposes of satisfying any legal,
accounting, or reporting requirements. Details of retention periods for different
aspects of your personal information are available.
1.25.2. To determine the appropriate retention period for personal data, the Company
considers the amount, nature, and sensitivity of the personal data, the potential risk of
harm from unauthorised use or disclosure of your personal data, the purposes for
which we process your personal data and whether we can achieve those purposes
through other means, and the applicable certification and legal requirements.
1.25.3. In some circumstances we may anonymise your personal information so that it can
no longer be associated with you, in which case we may use such information without
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further notice to you. Once you are no longer an employee, worker or contractor of
the company we will retain and securely destroy your personal information in
accordance with applicable laws, British Standards and regulations.
1.26. Do I have a duty to inform the Company of changes?
1.26.1. Yes, it is important that the personal information the Company holds about you is
accurate and current. Please keep us informed if your personal information changes
during your working relationship with us.
1.27. What rights do I have in connection to my personal information?
1.27.1. Under certain circumstances, by law you have the right to:
1.27.1.1. Request access to your personal information (commonly known as a "data
subject access request"). This enables you to receive a copy of the personal
information we hold about you and to check that we are lawfully
processing it.
1.27.1.2. Request correction of the personal information that we hold about you. This
enables you to have any incomplete or inaccurate information we hold
about you corrected.
1.27.1.3. Request erasure of your personal information. This enables you to ask us to
delete or remove personal information where there is no good reason for
us continuing to process it. You also have the right to ask us to delete or
remove your personal information where you have exercised your right to
object to processing (see below)
1.27.1.4. Object to processing of your personal information where we are relying on
a legitimate interest (or those of a third party) and there is something about
your particular situation which makes you want to object to processing on
this ground. You also have the right to object where we are processing your
personal information for direct marketing purposes.
1.27.1.5. Request the restriction of processing of your personal information. This
enables you to ask us to suspend the processing of personal information
about you, for example if you want us to establish its accuracy or the reason
for processing it.
1.27.1.6. Request the transfer of your personal information to another party.
1.27.2. If you want to review, verify, correct or request erasure of your personal information,
object to the processing of your personal data, or request that the Company transfers
a copy of your personal information to another party, please contact the Managing
Director in writing.
1.28. Are fees usually required?
1.28.1. Not usually, you will not have to pay a fee to access your personal information (or to
exercise any of the other rights). However, the Company may charge a reasonable
fee if your request for access is clearly unfounded or excessive. Alternatively, we may
refuse to comply with the request in such circumstances.
1.29. Will the Company require anything from me?
1.29.1. The Company may need to request specific information from you to help it confirm
your identity and ensure your right to access the information (or to exercise any of
your other rights). This is another appropriate security measure to ensure that personal
information is not disclosed to any person who has no right to receive.
1.30. Am I able to withdraw my consent?
1.30.1. In the limited circumstances where you may have provided your consent to the
collection, processing and transfer of your personal information for a specific purpose,
you have the right to withdraw your consent for that specific processing at any time.
To withdraw your consent, please contact the Managing Director. Once we have
received notification that you have withdrawn your consent, we will no longer process
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your information for the purpose or purposes you originally agreed to, unless we have
another legitimate basis for doing so in law.
1.31. Can this policy be amended?
1.31.1. Yes, the Company reserves the right to update this privacy notice at any time, and it
will provide you with a new privacy notice when it makes any substantial updates. The
Company may also notify you in other ways from time to time about the processing
of your personal information
1.31.2. If you have any questions about this privacy notice, please contact the Managing
Director.

To Whom It May Concern:


AUTHORISATION TO DISCLOSE PERSONAL INFORMATION


I understand that employment with Elite Security Service Providers Ltd is subject to satisfactory references and security screening in accordance with BS 7858.

I undertake to cooperate with Elite Security Service Providers Ltd in providing any additional information required to meet these criteria;

I authorize Elite Security Service Providers Ltd and/or its nominated agent to approach previous employers, schools/colleges, character referees or Government Agencies to verify that the information I have provided is correct;

I consent that you may make searches of a credit reference agency to check my credit standing and that credit reference agency will keep a record of such searches which may be shown to others for the specific purposes of checking creditworthiness, money laundering prevention, preventing fraud and the occasional tracing of gone-aways.

I understand that some of the information I have provided in this application will be held on a computer and some or all will be held in manual records.

I consent to Elite Security Service Providers Ltd reasonable processing of any sensitive personal information obtained for the purposes of establishing my medical condition and future fitness to perform my duties. I accept that I may be required to undergo a medical examination if requested by Elite Security Service Providers Ltd. Subject to the Access to Medical Records Act 1988, I consent to the results of such examinations to be given to Elite Security Service Providers Ltd. I understand and agree that if so, required I will make a Statutory Declaration in accordance with the provisions of the Statutory Declarations Act 1835, in confirmation of previous employment or unemployment.

I hereby certify that, to the best of my knowledge, the details I have given in my employment application form are complete and correct.

I understand that any false statement or omission to Elite Security Service Providers Ltd or its representatives may render me liable to dismissal without notice.

No previous employment counts toward your period of continuous employment with the Company.

2. Position:

The title of the job which you are employed to do is: Door Supervisor/Security Operative.

The Company may amend your duties either on a temporary or permanent basis. You will be notified of any permanent change in writing. In addition to your normal duties, you may be required to undertake additional or other duties as necessary to meet the needs of the business.

You agree to devote the whole of your time, attention and abilities during your hours of work to promote, develop and extend the Companys business and interests.

You may not without first obtaining the prior written consent of the Company accept or hold any office or directly or indirectly be interested in any other trade, business or occupation whilst working for the Company.

3. Employee Handbook:

The Employee Handbook is available for you to consult in the office.

4. Probationary Period:

New employees are subject to the satisfactory completion of a three month probationary period. The Company reserves the right to extend this period at its discretion.

The Company will assess and review your work performance during this time and reserves the right to terminate your employment at any time during your probationary period.

During the first month of your employment, the Company or you may terminate your employment without notice.

After one months service and up to the satisfactory completion of your probationary period, including any extension to this, either party may terminate your employment by giving one weeks notice in writing.

5. Place of Work:

Due to the nature of your role as a Door Supervisor/Security Operative with our company you may be required to work any location within a 30 mile radius of your home address. On occasion you may be required to work at different locations and venues throughout the UK outside a 30 mile radius.

The nature of your employment requires you to travel within a 10 mile radius of this address, to meet the needs of the business.

6. Third Party Agreement:

Your employment with the Company may in some circumstances be conditional on the approval of third parties on whose premises you may be required to work.

If the third party withdraws permission for you to be at their site, the Company will consider all alternative arrangements that can be made in order to allow your continued employment with the Company. If, however, in the sole opinion of the Company, no suitable alternative arrangements can be made, the Company reserves the right to terminate your employment.

7. Pay:

Your hourly rate of pay is variable according to the site you work on. If you require clarification of the exact hourly rate which applies you should contact your Area Manager in advance. You will be paid on or around the Friday of each week, by BACS, two weeks in arrears.

The Company will make an additional payment equivalent to 12.07% of your hourly fee, for each hour you work, as payment for the annual leave you have accrued and to fully satisfy your holiday entitlement. This additional payment will be separately detailed on your Pay Notification for clarity.

The Company will review your pay annually and advise you in writing of any pay change. There is no automatic entitlement to an annual increase in your pay.

8. Deductions:

The Company reserves the right to deduct any outstanding monies you owe to the Company from your pay or on termination of employment from your final pay. This includes the costs of damages or losses attributable to your negligence or dishonesty, the cost of personal calls on Company office or mobile telephones, the loss, non-return or cost of repairing/replacing keys, uniforms, safety vests, protective equipment, scanning equipment, mobile telephones, documents or any other items belonging to the Company. Where you have entered into a training agreement with the Company, any outstanding costs detailed in the agreement will be deducted from your final pay.

9. Pension:

The Company will comply with the employer pension duties applicable to your employment under Part 1 of the Pensions Act 2008. You will be provided with further details in writing of the pension arrangements applicable to you. Further details of the pension arrangements can be obtained from management.

10. Hours of Work:

Your working hours are variable and will be organised according to a rota which the Company will notify to you in advance. The Company does not guarantee to provide you with a minimum or maximum number of hours of work.

11. Break Entitlement:

If you work more than six consecutive hours per day you are entitled to a 20 minute unpaid break by arrangement and at times convenient to the Company.

12. Time Recording:

You are required to complete a daily timesheet. Completed timesheets must be submitted to your area manager each week, in order to ensure receipt of payment at the correct time.

You are solely responsible for your own time recording. The Company strictly forbids you from falsifying timesheets, completing a timesheet on behalf of another employee or for you to permit another employee to do so on your behalf. Breach of these rules may result in disciplinary action up to and including the termination of your employment without notice for gross misconduct.

13. Holiday Entitlement:

The holiday year runs from 1st January to 31st December.

Your annual holiday entitlement in any holiday year is 5.6 weeks (subject to a maximum of 28 days) which is inclusive of recognised public holidays.

The Company will make an additional payment for each hour you work as payment for the annual leave you have accrued and to fully satisfy your holiday entitlement. Details of this rolled up holiday pay are shown above in the Pay section of this Agreement.

The Company recognises the following public holidays, the dates of which may vary from year to year:



New Years Day

Good Friday

Easter Monday

May Day

Spring Bank Holiday

August Bank Holiday

Christmas Day

Boxing Day





You may be required to work during recognised public holidays, depending on the needs of the Company. You will be given as much notice as possible of such a requirement.

If you are required to work on a recognised public holiday you will be entitled to receive your normal hourly rate of pay and the equivalent time off in lieu for the hours worked.

You are required to submit annual holiday requests to management as early as possible, normally giving a minimum of one months notice prior to the requested annual holiday start date.

14. Absence Reporting:

You are required to notify the Company of your sickness absence. You should do this personally, by telephone, to an area manager by no later than one hour before your scheduled start time on the first day of absence.

Further details relating to the Companys absence procedure and rules are set out in the Employee Handbook.

15. Statutory Sick Pay:

You will be entitled to Statutory Sick Pay for any period of absence due to sickness or injury subject to meeting the required qualifying conditions.

Further rules relating to the notification of and payment in respect of absence because of sickness or injury are set out in the Employee Handbook.

16. Notice:

Following the successful completion of your probationary period, you are required to give one weeks notice in writing to terminate your employment with the Company.

You are entitled to receive the following written notice of termination of employment from the Company:



Length of Service

Notice Period

Less than one month

No notice

At least one month but less than two years continuous service

One week

Two years or more continuous service

One week per completed year of service up to a maximum of 12 weeks



The Company may exclude these notice provisions in the event of dismissal for gross misconduct.

The Company reserves the right to make a payment in lieu of notice for all or any part of your notice period upon the termination of your employment, regardless of whether notice to terminate the contract is given by you or the Company.

17. Disciplinary Procedure:

The Companys Disciplinary Procedure, Code of Conduct and Standards are set out in the Employee Handbook. You are strongly advised to familiarise yourself with them.

The Company reserves the right to discipline or dismiss you without following the Disciplinary Procedure if you have less than a certain minimum period of continuous service as set out in the Employee Handbook.

18. Disciplinary and Dismissal Appeals:

If you are dissatisfied with any disciplinary or dismissal decision taken in respect of you, you may appeal to Mr K Ince. Further details on Disciplinary and Dismissal Appeals are set out in the Employee Handbook.

19. Grievance Procedure:

The Company encourages employees to settle grievances informally with their manager. If, however, you have a grievance relating to any aspect of your employment which you would like to be resolved formally, you must set out the nature of the grievance in writing and submit it to Mrs G Kirk.

You will have the right to appeal against any decision taken in respect of your grievance. You should submit the written appeal to Mr K Ince.

Further details of the Grievance Procedure are set out in the Employee Handbook.

20. Health and Safety:

It is your duty and responsibility to familiarise yourself with, and to comply with, the Companys or any third partys health and safety policies and procedures. Breach of these rules may result in disciplinary action, up to and including the termination of your employment without notice for gross misconduct.

21. Personal Protective Equipment (PPE):

The Company will supply you with Personal Protective Equipment (PPE) at the Companys expense.

It is a condition of your employment that you wear any PPE, whenever required by law or by site-specific rules, whilst working. Breach of these rules may result in disciplinary action, up to and including the termination of your employment without notice for gross misconduct.

You are expected to maintain all items of PPE in a reasonable condition. You will be required to return all PPE at the termination of your employment. The Company reserves the right to deduct from your final pay the cost of any PPE that is not returned, or is returned damaged beyond normal wear and tear.

Should you attend work without the necessary PPE, you will be required to change into the necessary clothing. In these circumstances, you will not be paid for the duration of any absence from work.

22. Uniform

It is a condition of your assignment that you wear designated clothing at all times during working hrs. The company will supply you with the necessary designated clothing at a cost of jacket £30.00 which is deducted at £5 per week, waistcoats (if required) £15 deducted at £5 per week. This amount is a holding deposit ONLY and is returned in full on receipt of the returned uniform in the condition it was provided to you allowing for any regular wear and tear.



Any damaged clothing will be replaced if damaged whilst working and are expected to take reasonable care of designated clothing keeping it clean and in a reasonable condition at all times.

23. Security Industry Authority Licence

You are required to submit a copy of your Security Industry Authority Licence to the Company before commencing work with the Company and thereafter provide up to date copies as the Licence is renewed.

If you fail to produce an up to date copy of your licence when required to do so or if your licence is suspended or withdrawn, the Company reserves the right to terminate your employment where suitable alternative employment is not available.



24. Confidentiality:

You agree that during the course of your assignment you will have access to Confidential Information belonging to the Company. You shall not at any time during (except in the proper course of carrying out your duties) or after your assignment, whether directly or indirectly, disclose to a third party or make use of any Confidential Information.

For the purposes of this section, "Confidential Information" is defined as information, regardless of the format or manner in which it is recorded or stored, which is not within the public domain and which relates to the business, finances, affairs, identification of customers or clients of the Company or any of its customers.

25. Data Protection:

In accordance with data protection legislation, it will be necessary for the Company to maintain personal data which is processed for the purposes of your employment and for legitimate business and legal reasons and requirements. Your attention is drawn to the Employee Privacy Notice and the Data Protection Policy in the Employee Handbook.

26. Changes to Terms of Employment:

The Company reserves the right to make reasonable amendments to your terms and conditions of employment. Any changes or amendments to the terms of your employment will be confirmed to you in writing within one month of them taking effect.

27. Acknowledgement:

You acknowledge receipt of this document and having been shown a copy of the Employee Handbook. You further acknowledge and agree that you have read, understood and accept the terms and conditions of employment contained within this document and the Employee Handbook.

Signature Shows here
26/01/2024