Contract Terms – Local Marketing

Contract Terms

CONTRACT OF EMPLOYMENT TERMS & CONDITIONS

These are the terms and conditions of your Contract of Employment. Please read them carefully. These documents contain all of the terms required by Section 1 of the Employment Rights Act 1996.

This contract is conditional upon the following:

• Successful completion of all Online Learning modules relevant to your role.

1. Commencement of Employment
1.1 Your employer is The Kings Foundation (Company or we). Your employment with the Company commences on the date shown on your contract which is personal to you.

2. Job Title & Duties
2.1 Your Job Title is shown on your contract. Your duties are set out in the appropriate section of Online Learning.
2.2 You warrant that you are entitled to work in the UK and will notify the Company immediately if you cease to be so entitled at any time during your employment.
2.3 Whilst working hours of work notified to you by the Company and / or engaged on Company activities outside your specific hours of work, you shall commit your whole time and attention to the business of the Company.
2.4 You must not contact any customers of the Company or invite them to any non Company activities without the prior express written permission of the Company and such will be regarded as gross misconduct. Further, any attempt by customers of the Company to contact you outside of your working hours must be reported to the Company by you as soon as possible. Failure to do so may be regarded as gross misconduct. The reason for this is to ensure the highest standards of child protection and for your own protection.

3. Place of Work

3.1 Your normal place of work is stated in your contract.

4. Salary
4.1 Your rate and conditions of pay is stated in your contract.
4.2 We shall be entitled to deduct from your pay or other payments due to you any money which you may owe to the Company at any time and you agree to this. This includes but is not restricted to: the cost of replacing property belonging to the Company damaged, neglected or stolen by you, the costs of the Company reimbursing any third party for damage caused by you to third party property.

5. Hours Of Work

5.1 You will work between the hours of 8.30am and 4pm in line with the school opening hours.

5.2 You are required at all times to comply with our rules, policies and procedures

6. Holidays
6.1 You are entitled to holiday of 5.6 weeks per year which is pro rata’d based on the number of hours worked. Due to the temporary nature of your employment this is included in your hourly rate.

7. Sickness Absence
7.1 If you have accepted an offer of work but are subsequently unable to work the hours agreed, you must notify Head Office of the reason for your absence as soon as possible but no later than 09:00am on the first day of absence.

7.2 In all cases of absence a self-certification form, which is available from Head Office, must be completed on your return to work and supplied to Head Office. For any period of incapacity due to sickness or injury which lasts for seven consecutive days or more, a doctor’s certificate stating the reason for absence must be obtained at your own cost and supplied to Head Office.

8. Termination And Notice Period
8.1 Until you have successfully completed 1 month of continuous service your contract of employment may be terminated without notice or pay in lieu of notice.

8.2 We shall be entitled to dismiss you at any time without notice or payment in lieu of notice if you commit a serious breach of your obligations as an employee, or if you cease to be entitled to work in the United Kingdom.

9. Restrictions
9.1 During employment you must not compete with the Company in any way whether on your own or with any third party. Further, you may not whilst an employee take any steps in preparation to compete with the Company.
9.2 You shall not use or disclose to any person, either during or at any time after your employment, any confidential information about the business including business contacts, customers, lists of staff or any other matters which may come to your knowledge in the course of your employment.

10. Disciplinary and Grievance Procedures
10.1 Your attention is drawn to the disciplinary and grievance procedures applicable to your employment, which are available here. These procedures do not form part of your contract of employment.
10.2 If you wish to appeal against a disciplinary decision you may apply in writing in accordance with our disciplinary procedure.
10.3 We reserve the right to suspend you with pay for the purposes of investigating any allegation of misconduct or neglect against you.
10.4 If you wish to raise a grievance you may apply in writing to Head of Recruitment in accordance with our grievance procedure.

11. Deductions
11.1 All employees aged 16 or over, under State Pension age and earning above the earnings threshold are liable to pay a standard rate of National Insurance and Income tax.

12. Collective Agreement
There is no collective agreement which directly affects your employment.

13. Changes To Your Terms Of Employment
We reserve the right to make reasonable changes to any of your terms of employment. You will be notified in writing of any change as soon as possible and in any event within one month of the change.

14. Company Property
14.1 All documents, manuals, hardware and software provided for your use by the Company, shall be returned on completion or termination of your contract.

15. Third Party Rights
The Contracts (Rights of Third Parties) Act 1999 shall not apply to this agreement. No person other than you and the Company shall have any rights under this agreement and this agreement shall not be enforceable by any person other than you and the Company.

DISCIPLINARY AND GRIEVANCE PROCEDURES

Disciplinary Policy 

A structured policy exists for disciplinary issues.  This is in place to protect the employee and ensure all employees are treated equally and fairly.  Due to (in most cases) the short term nature of staff contracts and for the safety of children, poor performance cannot be tolerated and whilst underperformance will be communicated and targets for improvement set, if poor performance continues then advancement to each stage of the disciplinary process will be swift.

1. Verbal Warning – In the case of minor offences the employee will be given a formal verbal warning.  A record of this warning will be kept for a period of 6 months at which time it will expire provided no new offence has been committed.  The employee’s immediate manager or supervisor may implement this stage of the procedure.
2. Written Warning – In the case of serious offences or repetition of earlier minor offences, the employee will be given a written warning.  This will remain on the employee’s record for a period of 12 months after which it will expire provided no new offence has been committed.  The employee’s immediate manager, not supervisor, may implement this stage of the procedure.
3. Dismissal – In the case of gross misconduct or gross negligence, or if all the previous stages have been exhausted the employee will normally be dismissed.  This stage may only be implemented by a manager from Head Office.
4. Suspension – Where the employee is accused of gross misconduct or gross negligence and the matter cannot be investigated immediately, the employee may be suspended without pay (normally no more than five working days) pending the investigation.
5. Appeals – If the employee is dissatisfied with the outcome of any stage of the procedure they may appeal either verbally or in writing within 3 working days of the date of the disciplinary decision to the next level manager.

Grievance Procedures

At all stages of this procedure, grievances can be raised either verbally or in writing.

• Stage 1 – Any grievance that you may have must in the first instance be raised with your manager, either verbally or in writing.
• Stage 2 – Only if your manager cannot resolve the matter should it be raised with the Staff Performance Manager. The Staff Performance Manager should reply within 10 working days.
• Stage 3 – If the matter is still not resolved to your satisfaction you must request that the matter be raised with the Head of Operations. The Head of Operations should reply within 10 working days.
• Stage 4 – Any failure to reach agreement at stage 3 may be referred to the Chief Executive Officer. A further meeting may be arranged and the employee may have a representative present. This meeting must take place within 28 days and a response must be given to the employee within a further 28 days following the meeting. This decision will be final.

 After each stage the employee has 10 days to respond with a request to progress to the next level.