Employee Handbook Welcome to StafforcePersonnel

www.stafforce.co.uk REF: v04 072013

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Contents

The topics covered in this booklet are:

Ethical Trading Initiative

Health and SafetyManual Handling 6

Safety Signs 8

Accidents, First Aid and Medication 9

Upper Limb Disorder 9

Personal Protective Equipment 9

Knife Use / Equipment 10

Fire Evacuation 11

Policies and ProceduresEquality and Diversity 12

Unions 12

Payment of Wages 12

Pensions 13

Holidays 13

Customer Visits 14

Change to Personal Details 14

Rules and RegulationsAgency Workers Regulations 15

Recording Hours Worked / Time Keeping 15

Working Time Regulations 15

Young Persons Regulations 16

Night Worker Regulations 16

Smoking 17

Harassment & Bullying 17

Abusive Language 17

Right to Search 17

Illegal Substances & Materials 18

Social Media 18

Absence / Sickness / Return to Work 18

Maternity 19

Paternity 22

Adoption 23

Disciplinary / Gross Misconduct / Grievance 24

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Welcome to Stafforce Recruitment

As you are new, you may have lots of questions to ask us. We hope that

many of these can be answered in this booklet, but if you have any queries

– please don’t hesitate to ask!

This booklet is yours to keep, please ensure that you read through it. It is

very important that you understand all the information it contains.

If you ever think that Stafforce has provided you with bad advice, please

use the following resources to gain independent advice:

Know Your Rights - www.direct.gov.uk Pay + Work Rights

Helpline – 0800 917 2368

Working in the UK - www.ukba.homeoffice.gov.uk Contact Number 0300 123 4699

Citizens Advice Bureau - 020 7833 2181

The information contained in the two websites listed will answer most

questions. They also provide information in many other languages.

If you require any assistance or access to the internet, please speak with

your Stafforce representative.

Stafforce Recruitment was established in 1977 and is among the top 100

recruitment agencies in the United Kingdom.

We do not charge our Temporary Workers a Work Finding Fee. If other

Recruitment Agencies do, please contact Know Your Rights.

Stafforce operate in line with the ACAS, REC & GLA Codes of Practice.

GLA Registered: STAF0004

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Whilst Stafforce support the principles of the base code we firstwork to legal and statutory guidance.

Stafforce respects the rights of all workers and works with it’sclients to uphold the principles of the ETI Base Code:

1. Employment is freely chosen1.1 There is no forced, bonded or involuntary prison labour.

1.2 Workers are not required to lodge "deposits" or their identity papers with their employer and

are free to leave their employer after reasonable notice.

2. Freedom of association and the right to collective bargaining are respected

2.1 Workers, without distinction, have the right to join or form trade unions of their own choosing

and to bargain collectively.

2.2 The employer adopts an open attitude towards the activities of trade unions and their

organisational activities.

2.3 Workers representatives are not discriminated against and have access to carry out their

representative functions in the workplace.

2.4 Where the right to freedom of association and collective bargaining is restricted under law, the

employer facilitates, and does not hinder, the development of parallel means for independent

and free association and bargaining.

3. Working conditions are safe and hygienic3.1 A safe and hygienic working environment shall be provided, bearing in mind the prevailing

knowledge of the industry and of any specific hazards. Adequate steps shall be taken to

prevent accidents and injury to health arising out of, associated with, or occurring in the course

of work, by minimising, so far as is reasonably practicable, the causes of hazards inherent in

the working environment.

3.2 Workers shall receive regular and recorded health and safety training, and such training shall

be repeated for new or reassigned workers.

3.3 Access to clean toilet facilities and to potable water, and, if appropriate, sanitary facilities for

food storage shall be provided.

3.4 Accommodation, where provided, shall be clean, safe, and meet the basic needs of the

workers.

3.5 The company observing the code shall assign responsibility for health and safety to a senior

management representative.

4. Child labour shall not be used4.1 There shall be no new recruitment of child labour.

4.2 Companies shall develop or participate in and contribute to policies and programmes which

provide for the transition of any child found to be performing child labour to enable her or him

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to attend and remain in quality education until no longer a child; "child" and "child labour" being

defined in the appendices.

4.3 Children and young persons under 18 shall not be employed at night or in hazardous

conditions.

4.4 These policies and procedures shall conform to the provisions of the relevant ILO standards.

5. Living wages are paid5.1 Wages and benefits paid for a standard working week meet, at a minimum, national legal

standards or industry benchmark standards, whichever is higher. In any event wages should

always be enough to meet basic needs and to provide some discretionary income.

5.2 All workers shall be provided with written and understandable Information about their

employment conditions in respect to wages before they enter employment and about the

particulars of their wages for the pay period concerned each time that they are paid.

5.3 Deductions from wages as a disciplinary measure shall not be permitted nor shall any

deductions from wages not provided for by national law be permitted without the expressed

permission of the worker concerned. All disciplinary measures should be recorded.

6. Working hours are not excessive6.1 Working hours comply with national laws and benchmark industry standards, whichever

affords greater protection.

6.2 In any event, workers shall not on a regular basis be required to work in excess of 48 hours

per week and shall be provided with at least one day off for every 7 day period on average.

Overtime shall be voluntary, shall not exceed 12 hours per week, shall not be demanded on a

regular basis and shall always be compensated at a premium rate.

7. No discrimination is practised7.1 There is no discrimination in hiring, compensation, access to training, promotion, termination or

retirement based on race, caste, national origin, religion, age, disability, gender, marital status,

sexual orientation, union membership or political affiliation.

8. Regular employment is provided8.1 To every extent possible work performed must be on the basis of recognised employment

relationship established through national law and practice.

8.2 Obligations to employees under labour or social security laws and regulations arising from the

regular employment relationship shall not be avoided through the use of labour-only

contracting, sub- contracting, or home-working arrangements, or through apprenticeship

schemes where there is no real intent to impart skills or provide regular employment, nor shall

any such obligations be avoided through the excessive use of fixed-term contracts of

employment.

9. No harsh or inhumane treatment is allowed9.1 Physical abuse or discipline, the threat of physical abuse, sexual or other harassment and

verbal abuse or other forms of intimidation shall be prohibited.

If you need any further help / assistance or if you feel we arenot complying with this Code then please contact our HRdepartment at Head Office Rotherham

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Manual Handling

A manual handling operation may be defined as "any transporting or

supporting of a load (including lifting, putting down, pushing, pulling,

carrying or moving) by hand or bodily force."

Approximately one third of all injuries reported to the enforcing authorities

are due to incorrect manual handling.

1 Think before lifting/handling. Plan the lift. Can handling aids be

used? Where is the load going to be placed? Will help be needed with

the load? Remove obstructions such as discarded wrapping materials.

For a long lift, consider resting the load midway on a table or bench to

change grip.

2 Keep the load close to the waist. Keep the load close to the body for

as long as possible while lifting. Keep the heaviest side of the load next

to the body. If a close approach to the load is not possible, try to slide it

towards the body before attempting to lift it.

3 Adopt a stable position. The feet should be apart with one leg slightly

forward to maintain balance (alongside the load, if it is on the ground).

The worker should be prepared to move their feet during the lift to

maintain their stability.

4 Adopt a stable position. Avoid tight clothing or unsuitable footwear,

which may make this difficult.

5 Get a good hold. Where possible the load should be hugged as close

as possible to the body. This may be better than gripping it tightly with

hands only.

6 Start in a good posture. At the start of the lift, slight bending of the

back, hips and knees is preferable to fully flexing the back (stooping) or

fully flexing the hips and knees (squatting).

7 Don’t flex the back any further while lifting. This can happen if the

legs begin to straighten before starting to raise the load.

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8 Avoid twisting the back or leaning sideways, especially while the

back is bent. Shoulders should be kept level and facing in the same

direction as the hips. Turning by moving the feet is better than twisting

and lifting at the same time.

9 Keep the head up when handling. Look ahead, not down at the

load, once it has been held securely.

10 Move smoothly. The load should not be jerked or snatched as this

can increase the risk of injury.

11 Don’t lift or handle more than can be easily managed. There is a

difference between what people can lift and what they can safely lift. If

in doubt, seek advice or get help.

12 Put down then adjust. If precise positioning of the load is necessary,

put it down first then slide it into the desired position.

There is no such thing as a completely ‘safe’ manual handling operation.

But working within the following guidelines will cut the risk and reduce the

need for a more detailed assessment. Use this diagram to make a quick

and easy assessment. Each box contains a guideline weight for lifting and

lowering in that zone. As you can see the guideline weights reduce if

handling with arms extended.

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Safety Signs

Safety signs everywhere in the European Union mean the same thing.

There are four main colours used:

RED Signs – Prohibition (Don’t Do)

No Smoking

No Pedestrians

No Mobile Phones

No Parking

BLUE Signs – Mandatory (Must Do)

Ear Protection

Eye Protection

Protective Footwear

Pedestrians Only

Wash Hands

YELLOW Signs – Hazard Warning

Danger – Electric Shock Risk

Caution – Slippery Floor

Caution – Fork Lift Trucks Operating

GREEN Signs – Safe Conditions

Emergency Stop

Emergency Shower

First Aid Point

Emergency Exit

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Accidents, first aid & medication

All accidents must be reported immediately, including any "near miss" to

your supervisor and first aider and, where necessary, recorded

appropriately.

There are qualified first aiders within your workplace, please familiarise

yourself with them.

To prevent any accidents always follow instructions, manual handling

techniques, adopt a "clean as you go" attitude and ask for any training

where required.

Personal medication should remain with your personal belongings in lockers

when provided. If you have a medical condition that requires you to carry

medication on your person, this must be agreed with the first aider at work.

Please notify Stafforce before commencing work.

If you are working in a food environment, any cuts or grazes (old or new)

must be covered with a food industry blue detectable plaster.

Upper Limb Disorder

Upper limb disorders are a range of conditions characterised by discomfort

or persistent pain in muscles, tendons and other soft tissues. They are

caused by repetitive twisting and gripping movements resulting in strain.

Symptoms

• Aching or painful fingers, wrists or arms

• Swelling or inflamed tendons

• Numbness, pain or tingling

• Pain on movement or pressure

• Weakness of grip

• Creaking felt over the involved tendon as it moves

Should you experience any of these symptoms, please notify Stafforce.

Personal Protective Equipment

Personal Protective Equipment (PPE) will be provided for your assignment.

It is an act of gross misconduct to wilfully damage or misuse any PPE.

PPE is provided to ensure you can work safely and to ensure that the

product is protected from you.

Please familiarise yourself with the process of PPE use and ensure you

follow all guidance.

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COSHH

Control of Substances Hazardous to Health - Control measures have

been put into place to eliminate /substitute the use of hazardous

substances, reduce exposure, isolate and control procedures. Do not use

substances unless you have received training and it has been signed off by

your supervisor.

Knife Use / Equipment

There may be times at work when you are required to use a knife. If you are

under 18 years old you are not allowed to use a knife unless it is a safety

knife. Do not bring your own knives to work, if your job requires you to use

one, it will be supplied by your employer.

• Never place a knife in your pocket

• Never walk around with an open knife

• Never fool around with a knife

• Never cut towards yourself (unless the process is designed that way),

always cut away holding handle firmly to avoid slipping and keep your

free hand clear and wearing a cut resistant glove

• Never leave knives lying around always store correctly

• Blades must be covered when not in use

• If sharpening a knife using a steel, ensure steel is upright and located

in a hole

The Health and Safety at Work Act (1974) Section 7 states: that we must

act with ourselves and others in mind. Ensure that your actions or neglect

do not create a hazard for you or others. Wear protective equipment

provided (PPE).

Do not touch any machinery that you have not been trained to operate. Do

not interfere with safety devices. All safety equipment required will be

supplied i.e. bump hats, cut resistant gloves, ear defenders and high

visibility jackets.

ALL KNIVES WILL BE SUPPLIED, OWN KNIVES ARE NOT TO BEBROUGHT TO WORK

Clean as you go

It is standard practice for all workers to assist in cleaning their work area.

Cleanliness is everyone's responsibility and plays an important role in

reducing Slips & Trips. Any food, tapes, paper, cardboard, labels etc which

are picked up off the floor must be placed in the waste bins.

After picking anything off the floor you must wash your hands and change

your gloves. Don't leave things lying around on benches or gangways

blocking fire exits.

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Fire Evacuation

If you discover a fire:

You must immediately operate the nearest fire alarm call point

Inform your Supervisor

Switch off machinery

Follow the evacuation procedure

Do not re-enter the building until given permission to do so

On hearing the alarm:

Go to your nearest safe exit

Follow green safety signs

Go to your assembly point

Wait for your roll call

Do not re-enter the building until given permission to do so

Report to the Fire Marshall if you are unable to reach your own assembly

point.

Please observe site specific instructions with regards to leaving the building

in the case of a fire alarm.

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Equality and diversity

We are committed to providing

services which embrace diversity

and which promote equality of

opportunity in all aspects of

recruitment to avoid unlawful or

undesirable discrimination. Stafforce

will treat everyone equally irrespective

of sex, sexual orientation, marital

status, age, disability, race, colour, ethnic

or national origin, religion, political beliefs

or membership or non-membership of a trade union.

Stafforce will ensure that each candidate is assessed only in accordance

with the candidate’s merits, qualification and ability to perform the relevant

duties required by the particular vacancy.

Unions

At your place of work, there may be a Union. As a worker you are entitled to

join. This does not affect your status with Stafforce or at the place of your

work assignment.

Payment of Wages

Stafforce Recruitment will pay you for any work

undertaken one week in arrears.

This is paid directly into your bank account, every Friday.

(Should this change for any reason you will be informed)

Payslips will be emailed to you.

If you do not have a bank account, we can pay you by

cheque for two weeks by which time we expect you to

have opened a bank account.

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Pensions

Everyone needs to consider what sort of financial provision they

will make for their retirement. You may think that there’s plenty of

time to consider life after work later, but with the increased need for

each person to take responsibility for their future, you really can’t

begin too early. State benefits are reducing in real terms and, to

maintain your standard of living later in life, it would be wise to act

now, if you have not already done so.

If you would like further information on Stafforce Personnel Ltd. Stakeholder

Pension Scheme, please contact Hawley & Wood on

01709 513811 who will be able to advise you further.

Holidays

Your entitlement is 28 days if you work full time. You accrue holiday on

every basic hour you work (not overtime).

Your annual leave year runs from the date you start work to the same date

the following year.

If you wish to take a holiday, you must give Stafforce two weeks notice.

Shorter notice requests may be granted, however this cannot be

guaranteed. A request form must be completed for all holiday leave

applications.

If you wish to take a Bank Holiday day as a holiday day, you should

complete the request form for submitting a holiday leave application.

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Customer Visits

From time to time, customers may visit the site you are working at to

observe production of their product, talk to staff, and conduct quality audits.

Should you be asked any questions, it is important that you do not attempt

to answer if you are unsure what to say. If you genuinely do not know,

simply say that you don’t know and that you would ask your supervisor.

Change in Personal Details

You must inform Stafforce of any changes to your personal details to enable

your file to be kept up to date.

• Name

• Next of Kin

• Address

• Telephone Number

• Medical Details

• Bank Details (must be made in person, Stafforce will not acceptany change requests over the phone or by another person)

Your details are made available to our clients for auditing, and to

Government organisations when necessary.

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AGENCY WORKERS REGULATIONS 2010 (AWR)

These new Regulations came into effect on 1 October 2011 and its purpose

is to ensure that temporary workers receive “equal treatment” after

completing 12 calendar weeks work at the same hirer in the same job role.

Regulation 5 defines equal treatment as, the same pay and working

conditions that a new worker recruited directly by the hirer would receive. In

some cases, after completing 12 calendar weeks your pay and conditions

may change.

These same Regulations also offer an alternative treatment for temporary

workers who work for their Temporary Work Agency (TWA) on a Contract of

Employment. This “favourable treatment” is called “pay between

assignments (PBA)” also known as Regulation 10. PBA provides 4 weeks

pay where no work is available but you remain available for work. As

Regulation 10 provides additional pay, you have no other pay rights as

provided for under Regulation 5.

Whether your offer of work is Regulation 5 or 10 is solely dependant on the

hirer. We will confirm this to you in every new Assignment Letter when we

offer you a new job.

If you have any questions, please do not hesitate to ask your Stafforce

representative.

Recording hours worked / Time Keeping

Please ask your Stafforce Representative to explain how your hours will be

recorded on each new work assignment.

It is your responsibility to ensure that your hours of work are accurately

recorded.

You must be ready to start work 15 minutes before your shift start time,

dressed correctly.

Working Time Regulations

From 1 October 1998 new measures were introduced covering working

time, holiday entitlement and breaks.

Under the current Working Time Regulations the basic rights and

protections offered are:

• A limit of 48 hours a week which a worker can be required to work

• The right to 11 consecutive hours of rest a day

• The right to 2 days rest in 14

• The right to a break whilst at work if working for 6+ hours

• The right to 5.6 weeks paid leave a year

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Opt Out

In your contract it included an opt out, of which you can opt back into the

Working Time Regulation by giving three months notice to Stafforce in

writing. If you are unclear please speak to your Stafforce Representative.

Young Persons Regulations

All persons under the age of 18 years old are not allowed to work more than

8 hours a day or more than 5 days a week amounting to a maximum of 40

hours a week.

Under 18’s are not allowed to work between 11pm and 6am.

If you are under 18, it is your responsibility to ensure that you do not work

more than 8 hours per day, 5 days a week and 40 hours per week. It is also

your responsibility to notify Stafforce and your supervisor at work that you

are under 18 years old and when your daily / weekly hour limit is up.

VERY IMPORTANT

If you are under 18, please tell Stafforce immediately as you will need to

sign an additional declaration, including health and safety information.

Night Worker Regulations

There are limits on how long you can work at night. Under the Working Time

Regulations a Night Worker is someone who normally works at least three

hours during ‘Night Hours’.

Night Hours are between 11pm and 6am although workers and employers

may agree to vary this

Nightly working time is calculated the same as daily working time over 17

weeks

A Night Worker cannot be offered to opt-out of the maximum 48-hour week

Young Workers are not allowed to work Night Hours.

Where a night worker’s work involves special hazards or heavy physical or

mental strain, there is an absolute limit of eight hours on the worker’s

working time each day – this is not an average.

Work will involve a special hazard if it is identified:

• as such by agreement between an employer and workers in a

collective agreement or workforce agreement; or

• as posing a significant risk by a risk assessment which an employer

has conducted under the Management of Health and Safety at Work

Regulations 1999.

You completed a night worker assessment as part of the application

process and are entitled to be re-assessed each year.

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Smoking

Smoking is banned in all workplaces in the

United Kingdom. The only place you can

smoke is in specially designated areas.

If you are caught smoking in unauthorized

areas, this will be considered as an act of gross

misconduct and can lead to your assignment

being terminated and /or dismissal.

Harassment and Bullying

Everyone should be treated with dignity and respect at all times. Bullying

and harassment of any kind is in no-one's interest and will not be tolerated

in the workplace, and will result in dismissal.

Harassment, in general terms is unwanted conduct affecting the dignity of

men and women in the workplace. It may be related to age, sex, race,

disability, religion, sexual orientation, nationality or any personal

characteristic of the individual, and may be persistent or an isolated

incident.

Bullying may be characterised as offensive, intimidating, malicious or

insulting behaviour, an abuse or misuse of power through means intended

to undermine, humiliate, denigrate or injure the recipient.

Abusive Language

Abusive or threatening language to anyone on

company premises will not be tolerated and will

result in dismissal. Abusive Language is any

language that when taken in context, tends to

or is likely to offend or expose an individual

group or class of individual to hatred or

contempt on the basis of race, nationality or ethnic origin, colour, religion,

sex, sexual orientation, age, mental or physical disability and political

beliefs.

Right to Search

All Stafforce workers must submit to random search procedures, including

bags, lockers and cars, conducted by the client. No workers are permitted

to take anything off site that does not belong to them. This amounts to theft

and we will inform the Police and you will be dismissed.

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Illegal Substances

We prohibit the illicit use, sale, attempted sale, conveyance, distribution,

manufacture, cultivation, dispensation, purchase, attempted purchase and

possession of illegal substances and materials. An illegal substance is

anything for which possession is considered illegal under law. If you are

found in possession of an illegal substance, you will be dismissed.

Social Media

Our core message is that online conduct does not differ from offline conduct.

It is important that you do not misrepresent yourself, the client or Stafforce

on social media sites. If you use social media sites such as Facebook,

LinkedIn etc. and you wish to state that you are a temporary worker for

Stafforce Recruitment than you must list the varying assignments you may

have undertaken using the following format;

• Name: Mr A Example

• Job Title: Temporary Employee at Stafforce Recruitment

(branch e.g. Lincoln)

• Job Description: Production Operative at ‘Client Name’ –

Date to Date – Brief description of role

Please update your job description each time you start or leave an

assignment. Failure to adhere to these rules will be deemed as misconduct

and could lead to disciplinary procedures; if you have a grievance you must

follow the grievance procedure as stated in this handbook.

If you leave Stafforce Recruitment, please update your social media pages

on your final day to reflect that you no longer work for the business and its

clients.

Absence / Sickness / Return To Work

Absence

On your first day of absence Stafforce must be notified of the reason for

absence and if possible, the anticipated duration. This should be done 4

hours before the start of your shift, or at the earliest opportunity, and should

be by telephone to Stafforce, or verbally via a colleague if circumstances do

not permit otherwise. Texting is not an acceptable means of communicating

sickness absence. The Employee should also leave details of how and where

he/she can be contacted during the period of absence.

Absence and Sickness is monitored closely and reviewed on a regular

basis. Poor attendance may lead to termination of your assignment

and/or dismissal. You are expected to avoid unnecessary absence and as

far as possible, private affairs like doctor or dentist appointments should be

made outside working hours.

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If you have a sickness which is due to food poisoning symptoms and you

work in a food environment, you must be:

• 24 hours clear of any symptoms (just sickness) before returning to work*

• 48 hours clear of any symptoms (sickness and diarrhoea) before

returning to work

*Some food environments may require you to be clear of food poisoning

symptoms for 48 hours even in cases of just sickness, please ensure you

clarify this with your Stafforce representative before returning to work.

In the circumstance that you are off sick for over seven consecutive days,

the company reserves the right to request you to provide a fit note from your

doctor. This enables the company to assess what can be done to assist you

if you return to work.

Please see your contract for full details of absence, sickness & return to work.

Return to Work

On returning to work an absence form will be completed when a ‘return to

work’ meeting takes place with Stafforce.

The meeting is designed to:

• welcome you back

• check you are well enough to be at work

• update you on any news while you were off

• identify the cause of the absence

• discuss any help your employer can provide to ease your return to work

• decide whether the sickness is work related and whether there’s

anything they can do to help

• carry out a health screening if working with food

Maternity / paternity / adoption

Maternity

This policy sets out the statutory rights and responsibilities of employees who

are pregnant or have recently given birth and gives details of the arrangements

for antenatal care, pregnancy-related illness, and maternity pay.

The Company recognises that, from time to time, employees may have

questions or concerns relating to their maternity rights. It is the Company's

policy to encourage open discussion with employees to ensure that questions

and problems can be resolved as quickly as possible. As the maternity

provisions are complex, if an employee becomes pregnant she should clarify

the relevant procedures with Stafforce to ensure that they are followed correctly.

The following definitions are used in this policy:

'Expected week of childbirth' means the week, starting on a Sunday, during

which the employee's doctor or midwife expects her to give birth.

'Qualifying week' means the 15th week before the expected week of childbirth.

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Notification of pregnancy

On becoming pregnant, you should notify Stafforce as soon as possible. This

is important as there are health and safety considerations for the Company.

By the end of the qualifying week, or as soon as reasonably practicable

afterwards, you are required to inform the Company in writing of:

• the fact that you are pregnant;

• your expected week of childbirth; and

• the date on which you intend to start your maternity leave.

Time off for antenatal care

Once you have advised the Company that you are pregnant, you will be entitled

to take reasonable paid time off work to attend antenatal appointments as

advised by your doctor, registered midwife or registered health visitor.

In order to be entitled to take time off for antenatal care, you are required to

produce a certificate from your doctor, registered midwife or registered

health visitor, stating that you are pregnant. Except in the case of the first

appointment, you should also produce evidence of the appointment, such

as a medical certificate or appointment card, if requested to do so.

Antenatal care may include relaxation and parent craft classes that your

doctor, midwife or health visitor has advised you to attend, in addition to

medical examinations.

You should endeavour to give Stafforce as much notice as possible of

antenatal appointments and, wherever possible, try to arrange them as near

to the start or end of the working day as possible.

Health and safety

The Company has a duty to take care of the health and safety of all

employees. We are also required to carry out a risk assessment to assess

the workplace risks to women who are pregnant, have recently given birth

or are breastfeeding. The Company will provide you with information as to

any risks identified in the risk assessment. If the risk assessment reveals

that you would be exposed to health hazards in carrying out your normal job

duties, the Company will take such steps as are reasonably necessary to

avoid those risks, such as altering your working conditions. In some cases,

this may mean offering you suitable alternative work (if available) on terms

and conditions that are not substantially less favourable.

If it is not possible for the Company to alter your working conditions to remove

the risks to your health and there is no suitable alternative work available to

offer you on a temporary basis, the Company may suspend you from work on

maternity grounds until such time as there are no longer any risks to your

health. This may be for the remainder of your pregnancy until the

commencement of your maternity leave. If you are suspended in these

circumstances, your employment will continue during the period of the

suspension and it does not in any way affect your statutory or contractual

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employment and maternity rights. You will be entitled to your normal salary

and contractual benefits during the period of your suspension, unless you

have unreasonably refused an offer of suitable alternative employment.

Sickness absence

If you are absent from work during pregnancy owing to sickness, you will

receive normal statutory sick pay in the same manner as you would during

any other sickness absence provided that you have not yet begun ordinary

maternity leave. If, however, you are absent from work due to a pregnancy-

related illness after the beginning of the fourth week before your expected

week of childbirth, your maternity leave will start automatically.

If you are absent from work wholly or partly because of pregnancy during

the four weeks before the expected week of childbirth, you must notify the

Company in writing of this as soon as reasonably practicable.

Maternity Pay

To qualify for SMP you must have been:

• employed by the company continuously for at least 26 weeks into the

15th week before the week your baby is due (the qualifying week)

• earning on average an amount which at least equals the lower

earnings limit which applies on the Saturday at the end of your

qualifying week

The lower earnings limit is the amount you have to earn before you are

treated as paying National Insurance contributions.

If you have a visa that allows you to live and work in the United Kingdom

you may be able to get SMP. If your visa includes the condition that you

have “no recourse to public funds” you may still get SMP provided you

satisfy the qualifying conditions. The qualifying conditions for SMP depend

on your recent employment and earnings history. Because of this, SMP

does not constitute public funds.

To make a claim for SMP, you must:

• tell the company when you want your SMP to start

• provide medical evidence of the date your baby is due

If you qualify for SMP, it is paid:

• for the first six weeks at 90 per cent of your average gross weekly

earnings with no upper limit

• for the remaining 33 weeks at the lower of either the statutory rate, or

90 per cent of your average gross weekly earnings

If you cannot get SMP the company will complete form SMP1 and give this

to you. On the form, the company will state why SMP has not been paid. If

you have more than one employer, you must get form SMP1 from your

other employers as well. Form SMP1 is used to support a claim for

Maternity Allowance (MA).

22

Paternity

Paternity Pay

For you to qualify for Ordinary Statutory Paternity Pay, all of the following

must apply:

• you must be the biological father or adopter of the child or be the

mother's (or adopter's) husband, partner or civil partner or have or

expect to have responsibility for the child's upbringing

• you must have continued to work for the company without a break for

at least 26 weeks by the 15th week before the baby is due, or

employed up to and including the week your wife, partner or civil

partner was matched with a child

• you must continue to work for the company without a break up to the

date the child is born or placed for adoption

• earning on average an amount which at least equals the lower

earnings limit

If your average weekly earnings are Ordinary Statutory Paternity Pay is paid

for one or two consecutive weeks at the statutory rate or 90 per cent of your

average weekly earnings if this is less.

In the case of a multiple birth, entitlement to SPP is exactly the same as if

there were one baby.

The company will pay SPP for a single period of either one or two

consecutive weeks, depending on the length of paternity leave you decide

to take. SPP cannot be paid for more than two weeks.

SPP is a weekly payment due at the end of each SPP week. SPP weeks

can start on any day. SPP cannot be paid for any SPP week in which you

work for the Company, or for any SPP week you are sick and entitled to get

Statutory Sick Pay.

23

Adoption

Adoption Pay

To qualify for Statutory Adoption Pay you must have been:

• matched with a child for adoption by an adoption agency

• employed by the company without a break for at least 26 weeks up to

and including the week the adoption agency told you that you had been

matched with a child for adoption

• earning on average an amount which at least equals the lower

earnings limit

Statutory Adoption Pay is paid at the statutory rate (or 90 per cent of your

average weekly earnings if this is less).

If you qualify, you will be entitled to Statutory Adoption Pay for 39 weeks. To

claim Statutory Adoption Pay you must give the company documentary

evidence from the adoption agency. This will usually be a 'matching

certificate'.

24

Disciplinary Procedures

Employees should be aware that assignments may end due tosuitability, changes in client demand, breach of contract and grossmisconduct etc without the need to follow the procedures set outbelow.

This procedure applies to all employees and embraces all instances of

unacceptable conduct, behaviour or job performance which require

disciplinary action in order to maintain good industrial order and discipline in

the interests of the Company, its employees and its customers and

suppliers.

Informal discussions with Stafforce on performance are not part of this

procedure, although a note of all discussions should be kept in an

individual’s personnel file.

Written notice of meeting

Employees will be given a minimum of 3 working days notice in

writing to attend an investigation meeting to discuss the relevant

conduct/circumstances which may lead Stafforce to contemplate taking

disciplinary action. The investigation meeting may be adjourned for

Stafforce to consider the information gathered or to pursue further

investigations. Once the investigation process is complete, the employee

will then be notified in writing if a disciplinary meeting is to follow. The

employee will also be informed of their right to be accompanied by a

representative or work colleague of their choice. The disciplinary meeting

must occur before action is taken (save for suspension); and the employee

must make all reasonable effort to attend. After the meeting, Stafforce will

notify the employee of its decision and their right to appeal within 5 days of

the outcome of the meeting. The meeting may be adjourned for Stafforce to

consider any new information that may need to be pursued.

Employee’s right to be accompanied

At all stages of the procedure, the employee will be advised of the right to

be accompanied by a fellow employee or a trade union representative.

Adjournments

If an employee's chosen representative is unavailable to attend the hearing

at the time nominated by the employer, the employee has the right to

request a postponement of the hearing to a date within 3 working days of

the original date. Such a postponement must be reasonable and may only

be requested once.

25

Confirmation of disciplinary action

Each formal warning will be confirmed in writing within 5 working days of the

decision being made, enclosing a copy of the notes taken at the meeting

which should state the nature of the failing, any period of time given for

improvement and the improvement required, the consequence of a further

breach of standards, and the right to appeal which must be exercised in

writing within 5 working days.

Formal Verbal Warning

Employees, whose performance falls below normal expected standards, will

be given a formal verbal warning and Stafforce will confirm the warning to

the employee in writing. The warning will remain valid for 6 months.

Written Warning

If there is no improvement, or it is felt that the infringement of standards is

serious enough to warrant it, an employee may be given a written warning

by Stafforce. The warning will remain valid for 12 months.

Final Written Warning

If there is a serious first offence or further breach of standards during the

currency of the written warning the employee will be given a final written

warning by Stafforce. This may also be applied for serious infringements of

standards and procedures. The warning will remain valid for 12 months.

Employees should not commit any act or type of behaviour which either

results in, or is likely to result in, danger to life or limb; nor the loss of, or

damage to, the property of the Company or any other persons.

Employees should not commit any act or type of behaviour which impedes,

or is likely to impede the efficient and safe performance of work, or the

maintenance of satisfactory relations within the staff and between staff and

management.

Included among such acts will be:

• the falsification of records

• abuse of the Company's or other employees property

• refusal to carry out reasonable instructions

• persistent breaches of the Terms and Conditions of Employment set

out in this Handbook

Employees should refrain from:

• Betting, gambling or playing cards on company's premises.

• Carrying out any work for private use on the Company premises and in

the Company’s time

26

Gross misconduct

Listed below are actions/behaviour that the company and the client

considers are acts of gross misconduct. If one or more of the following

actions/behaviours are found to have been carried out, it may result in

instant termination of the assignment.

This list is not definitive or exhaustive:

• Violence, threatening behaviour, harassment or bullying

• Theft or attempted theft from the Company, its clients or their

employees. For the avoidance of doubt this shall include, without

limitation, falsifying timesheets or otherwise claiming that you worked

on assignment during hours in which you did not in fact work or falsely

claiming tax and NIC relief on expenses to which you are not entitled

• Fraud or clocking offences

• Malicious damage, misuse or interference with company property,

including the introduction of viruses and other damage to computer

systems

• Breaches of the Company or client internet use policy, including

downloading pornographic or other prohibited or illegal material

• Breach of confidentiality

• Failure to attend for assignment on any day as arranged or to advise of

reason for absence within agreed time parameters

• Failure to notify us by the required deadline of any period in which you

anticipate not being on assignment

• Conviction for any serious criminal offence

• Leaving site without permission

• To be found under the influence of, or in possession of alcohol or illegal

drugs

• Serious negligence which causes unacceptable loss, damage, injury or

a safety hazard to the Company, its clients or their employees

• Refusal to accept a suitable offer of work under an assignment

• Smoking in unauthorised areas

• Spitting anywhere on site

• Failure to submit timesheets in respect of work done by you

• Asleep whilst at work, including during breaks

• Rude, offensive and threatening language or behaviour to the

company, its clients or their employees

• Falsification of factory documentation

• Practical joking or horseplay

• Not wearing PPE

• Failure to report any PPE defects

• Breach of Health & Safety or Hygiene rules

• Refusal to carry out reasonable instructions from managers or

supervisors

• The selling of illegally copied DVD’s, CD’s or Duty Free goods

27

• Carrying your mobile, i-Pod or MP3 player into production areas

• Carrying smoking materials anywhere in the production areas (FOOD

ONLY)

• Eating, drinking, or chewing in unauthorised areas i.e. production areas

(FOOD ONLY)

• Chewing gum anywhere on site (FOOD ONLY)

• Taking ANY products onto the factory grounds containing nuts (FOOD

ONLY)

• Taking ANY glass, ceramic, hard or brittle plastics onto the factory

grounds (FOOD ONLY)

• Taking physical contamination of any form into the food area (FOOD

ONLY)

• Not following allergen, glass, medicine or hand washing policies or not

following other Food Safety Legislation (FOOD ONLY)

• Not washing or sanitising hands when entering or re-entering

production areas or after the toilet (FOOD ONLY)

• Failure to contact Stafforce with availability and maintain contact

• Refusal of an assignment

Right to Appeal

Employees have the right to appeal any decision taken by the company

regarding a disciplinary. To appeal a decision you must write to the

company stating your wish to appeal, including the reasons why you believe

the original decision was not the correct one. The company will arrange a

further meeting to discuss your appeal; this will be dealt with by a manager

who has not previously been involved in the case wherever possible.

Any appeal will be held in the same format as the original meeting and you

have a right to bring a companion, as before.

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Grievance Procedures

On each new assignment please familiarise yourself with the client’s

specific grievance procedure. There may be subtle differences between

assignments including (but not limited to) the reporting procedure.

If you have a grievance with the Company relating to any aspect of your

work you should in the first instance, wherever possible, discuss it at any

time with a member of your local Stafforce team.

If this does not resolve your issue, a formal meeting can be arranged as

soon as possible, normally within ten days. Following which written

confirmation of the outcome will be forwarded to you within twenty-eight

days of the grievance being received.

You have a duty to make all reasonable attempts to attend any meeting

arranged.

After the meeting the company will inform you of its decision, and the

company will notify you of your right of appeal if not satisfied. To exercise

this right, you should confirm your appeal in writing stating the reasons for

appeal.

All appeals will be heard normally within five working days and confirmation

of the outcome will be issued in writing within ten days of the appeal being

received.

There is no further right to appeal from this stage.

It is really important that you have a positive attitude and applyyourself to the job asking questions of your supervisor if you areunsure about anything.

29

NOTES

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NOTES