I, the undersigned understand that my engagement by Inspire Security Solutions is subject to satisfactory referencing and security screening in accordance with the British Standard BS 7858.

I undertake to co-operate with Inspire Security Solutions in providing Any additional information that may be required. I understand that this information is strictly confidential and inline with current data protection and GDPR regulations and all information gathered will be treated with confidence.

I hearby, with my signature below authorise Inspire Security Solutions to approach current and previous employers, schools, colleagues, character references of Government Agencies to verify that the information provided is correct.

Please accept this document as my authority to provide Inspire Security Solutions or their agent with any confirmation which they may require concerning my previous engagement of employment, education, registration of unemployment, disability or sickness or job seekers allowance by your office.  

I confirm that the below details are correct and I wish for any monies or wages to be paid into the following account:

As a consious effort to reduce waste and the use of paper we use "E-Payslips".

Please provide an email address to recieve your payslips too. 

These will be recieved within 1-2 days of the pay date. 

You will automatically enrol into the workplace pension scheme if you:

• Are not already in one, or have not been enrolled into one
• Are aged between 22 and state pension age
• Earn more than £10,000 per year
• Usually work within the UK

The minimum contributions, paid automatically on each pay day are as follows:

If you DO NOT wish to pay into the Workplace Pension Scheme then please fill out the form below:

I wish to be "Opted OUT" of the Work Place Pension Scheme and I understand that by signing below that I am doing so. 

I understand that I may "Opt IN" again into the Workplace Pension Scheme at any time by contacting my Head Office or Payroll Department. 

Please Complete EITHER section A or Section B.

Please note, that study and other jobs are also incuded in the "Working time Directive" - If you are either a student or employed by another company it is recomended (however not compulsary) to sign sign Section A. 

SECTION A. 

SIGN HERE IF YOU CONSENT TO WORKING MORE THAN 48 HOURS PER WEEK

I consent to working more than an average of 48 hours per week over a 17- week period and I do not wish the limitation on maximum average weekly working hours set out in Regulation 4 of the Working Time Regulations 1998 (as amended or replaced from time to time) to apply to my employment with (Insert Company) (‘the Company’)

This agreement shall have immediate effect until terminated either:

by my withdrawing my consent to working more than 48 hours per week by giving 3 months notice in writing to the Company. All my other terms and conditions of employment will remain unaffected by this agreement.

SECTION B:

SIGN HERE IF YOU DO NOT CONSENT TO WORKING MORE THAN 48 HOURS PER WEEK.

I do not wish to work more than an average of 48 hours per week, unless I am already contractually bound to work more than 48 hours per week.  I understand that all my terms and conditions of employment will remain unaltered, but that I will not be able to work more than an average of 48 hours per week (including any time I may spend working for another employer) over a 17- week period.

In order that the company may check that i do not work more than an average of 48 hours, I agree to notify my supervisor immediately in writing if in any week I work more than a total of 48 hours (including work for another employer and give details of the hours I have worked).

I agree that the 17-week reference periods over which my working hours will be averaged will start from 20.03.2017 and will run consecutively from this date.

Inspire Security Solutions is committed to encouraging equality and diversity among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public

The policy’s purpose is to:

·   provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

·   not unlawfully discriminate on the basis of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation

·   oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

The organisation commits to:

·   encourage equality and diversity in the workplace as they are good practice and make business sense

·   create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued

This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

·   take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and any appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence

·   make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation

·   decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act)

·   review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law

·   monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy

Monitoring will also include assessing how the equality policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues

The equality policy is fully supported by senior management and has been agreed with employee representatives. 

Details of the organisation’s grievance and disciplinary policies and procedures can be found in the venue operations folder OR from the Operations Director.

This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

All employees must comply with this policy.

By signing below i agree and understand the policy.

I confirm that my present position detailed above carries responsibility for ensuring that the following cash and key security procedures are adhered to:

1.   When requested, all keys are signed for when taken, and again when returned, in the ‘Key Register Book’. 

2.   No keys are to be removed from the premises under any circumstances. 2b. Keys must be kept on your person during the shift.

3.   Any spare key or keys left behind by anyone must be handed to your Manager.

4.   When necessary, at the end of your shift you must sign in your keys personally and never through a third party.

5.   Cash should never be left unattended. Cash boxes etc. must be locked at all times when not in use.

I understand that it is also my responsibility to ensure, daily, that procedures are effective and any irregularities, i.e. loss of keys or cash shortages, should be reported immediately to your Line Manager.

All employees must comply with this policy.

By signing below i agree and understand the policy.

Attendance

1. All employees must arrive for work on time for all duty shifts. If you are going to be late for a shift, you should notify your line manager in plenty of time in order to allow for adequate coverage of your duties until such time that you arrive at the venue for work.

2. If you are not able to attend work due to ill health you must contact the line manager a minimum of 6 hours prior to your shift. You must only report to either your line manager or to the Operations Director and provide answers to the points below.

The call must be made by you and you only, unless you are physically incapacitated and can not make the call yourself. Failure to contact the management team may result in disciplinary action taken against you.

• Details of why you are not attending work (I.e. the illness/reason)
• How long you expect to be off work for or a return date
• Are you seeking medical advice? 
• Do you have any duties to handover?
• Any other information

3. During your absence please keep in contact with your Line Manager, if the illness becomes prolonged and if you receive any doctor’s certificates please bring them into the venue as soon as you’re physically able to.

4. Upon your return to work you will be asked to complete a questionnaire detailing the reasons for sickness. This document is kept on your file. There will also be a chat with your Line Manager to ascertain if you need any assistance throughout the first few weeks of your return or if you need any additional support.

5. Your shift start time is the time you should be at your allocated station. You should leave enough time to have signed in, be ready for work and get to your allocated position. 

Personal Presentation

1. Your uniform should at all times be clean, neatly pressed and your personal appearance should at all times adhere to the rules laid out in your operations handbook. Managers will check that staffs uniform is correct every shift.

2. Your footwear should be a formal black shoe with closed toes - Steel toe capped shoues are not permitted unless site specific written permission is displayed. 

Customers & Staff

1. Under no circumstances must any staff, customers or suppliers of the company should come under any form of discrimination. This is a serious offence and you may face disciplinary action.

2. At all times you must present a professional attitude towards customers and other members of the team. Bad language and any acts of violence will not be tolerated.

3. Staff members must not accept any personal gifts from a customer without express consent of the Operations Director only.

4. You must comply with the Data Protection Act 1998 and GDPR rules with regards to the holding of information within the premises. At no time must you offer information out regarding customers or staff members without their prior consent. Authorised persons, incuding authorities should be directed to the Operations Director. 

Employee Conduct and Information

1. No employee will remain on company premises after the end of their designated shift without the prior consent of the Operations Director and the Venue Manager.

2. If you are responsible for company keys, cash or stocks, this includes but is not limited to mobile phones, laptop computers and uniforms, you are responsible for ensuring that they are maintained at all times in a safe manor. Should any loss or damage occur, the company reserves the right to require you to personally reimburse the company.

3. Should your personal circumstances change i.e. name, address, bank details, you are responsible for ensuring this is communicated to your line manager or the Operations Director.

4. All employees have a duty to be aware of their surroundings in reference to health and safety of employees, contractors and guests and all employees have a duty to report any potential hazards to their line manager or the Operations Director.

5. Should you bring a personal mobile phone to work, you may not use it whilst on duty.  Use of your personal mobile phone should be limited to your designated break times.

All employees must comply with this policy.

By signing below i agree and understand the policy.

It is part of our duty to ensure that we try to prevent underage sales or entry into age restricted areas or venues. 

When checking peoples age and requesting ID, it is essential that you understand what types of ID are acceptable. 

As a company we will only accept the following forms of ID:

A Passport

A passport is acceptable ID, however it must be the original passport and the photo must be sufficiently up to date to be able to tell the person is whom they are. An out of date passport is acceptable, however if the picture is so old it is unrecognisable from the person presenting the ID then it is to be refused. 

Driving License

As above, it must be an original driving license or provisional driving license. DO NOT allow driving permits etc as these are usually fake. 

PASS ID Card

Proof of age cards are acceptable provided they pass the security hallmarks and have a holograghic PASS logo. They may take several forms of style, however it will always show the PASS logo. 

BEWARE OF FAKE ID

Please refer to the ID section in the Operations manual for a full guide to the security features of all ID that are acceptable including a list of known fake ID types. 

If in doubt, always refer to a colleague or refuse entry. 

Student Cards are NOT acceptable forms of ID. 

I confirm that I have read and understood the age verification policy which is in place. 

I understand that I must ALWAYS check the ID of customers that apear to be under the age of 25.

I understand if i fail to take these actions, I could be liable for a fine and or a prison sentance and a criminal record, untimately loosing my SIA qualification (Badge). 

I also understand that should I fail a licensing or age check, or fail to follow the age verfication policy, my actions will be classed as gross misconduct and I could be instantly dismissed from my employment with the company. 

All employees must comply with this policy.

By signing below i agree and understand the policy.

The Prevention of Crime & Disorder

Enforcement agencies and license holders have a duty to do all that is reasonably possible in reducing and preventing crime and disorder in their area under the following legislation:

• Crime and Disorder Act 1998
• Violent Crime Reduction Act 2006
• Anti-Social Behaviour Act 2003
• Health Act 2006
• Clean Neighbourhoods and Environment Act 2005

The essential purpose of a license holder taking responsibility under this objective is to regulate behaviour on their premises that have access to licensable activities. The license holder can only seek to manage the behaviour of customers in and the immediate vicinity around their premises as they seek to enter or leave but beyond that point they do not have any control.

Public Safety

• Overcrowding (leading to an increased risk of violence or to the safety of people in the premises);
• Fire issues (which should be reported to the fire service first);
• Anyone being hurt or having an accident in licensed premises (who should seek medical care and report to the relevant authorities).
• Overheating  Disabled Facilities
• General Health & Safety in the workplace

The Prevention of Public Nuisance 

The issues mainly concern noise nuisance, light pollution, noxious smells and litter.

Public nuisance could include low-level nuisance, perhaps affecting a few people living locally as well as major disturbance affecting the whole community. Examples of nuisance could include:

• Noise;
• Threats to community safety;
• Litter;
• Odour;
• Smoke;
• Lights

The Protection of Children from Harm

This objective relates to the protection of children from moral, psychological and physical harm. This includes protecting them from early exposure to:

• Strong language
• Sexual expletives
• Adult entertainment
• Drinking alcohol
• Drug-taking
• Gambling Violence

All employees must comply with this policy.

By signing below i agree and understand the policy.

You are expected to be aware of the floor conditions, and to be constantly checking for spillages or breakages in the customer area.

Action To Be Taken On Discovery Of A Spillage:

1. Immediately stop whatever you are doing.
2. Collect a mop and bucket, some blue roll and a wet floor sign from the cleaning cupboard. 3.
3. Mop the floor, and dry using blue roll.
4. Place the wet floor sign over the area that you have cleaned (even if you consider the floor to now be dry)
5. Inform your supervisor of the location of the wet floor sign so that management & Door Staff are aware of its location.
6. Replace all the cleaning items back in the cleaning cupboard.
7. Continue to check the area whilst carrying out other duties, to ensure that the floor sign is not kicked over, or moved.

Action To Be Taken On Discovery Of A Breakage:

1. Immediately stop whatever you are doing.
2. Collect a dustpan and brush, metal waste receptacle, mop and bucket, some blue roll and a wet floor sign from the cleaning cupboard.
3. Sweep up any broken glass and place in the metal waste receptacle.
4. Mop the floor, and dry using blue roll.
5. Place the wet floor sign over the area that you have cleaned (even if you consider the floor to now be dry)
6. Inform your supervisor of the location of the wet floor sign so that management & Door Staff are aware of its location.
7. Replace all the cleaning items back in the cleaning cupboard.
8. Continue to check the area whilst carrying out other duties, to ensure that the floor sign is not kicked over, or moved.

All employees must comply with this policy.

By signing below i agree and understand the policy.

Fire Exits, FFE and Call Points.

I confirm that I shall ensure I am given a full tour of the property at the start of each new assignment so that I am aware of all of the fire escape routes and front fire exit door.

I can confirm that I will make myself aware of the locations of the fire exits, the break glass points and any fire fighting equiptment (FFE).

What to do in the event of a fire.

• Raise the Alarm – anyone discovering a fire should raise the alarm immediately, regardless as to how small the outbreak is or how innocuous it appears to be. Fires can develop very quickly and every second counts.

• Call 999 – give clear instructions of the name, address and full postcode of the property, along with any useful information such as the fire type and location.

• Evacuate the Building – do not stop to collect personal belongings, head directly to the nearest emergency fire exit once the building has been cleared of customers. It is important to remain calm throughout this process. 

• Head to the Fire Meeting Point – once at the fire meeting point wait for a roll call from a member of the management team.

• Wait for Confirmation to re-enter – you must not re-enter the building until the fire services have given the building the all clear to re-enter.

What are the Causes of a Fire?

What causes fire? – fires need three things to start – a source of ignition (heat), a source of fuel (something that burns) and oxygen;

• Sources of ignition include heaters, lighting, naked flames, electrical equipment, smokers’ materials (cigarettes, matches etc.), flammable cellar gas and anything else that can get very hot or cause sparks.

• Sources of fuel include wood, paper, plastic, rubber or foam, loose packaging materials, waste rubbish and furniture.

• Sources of oxegen include the air around us.

FFE

There are FIVE main types of fire extinguisher, including wet chemical, CO2, dry powder, foam and water.

Our venues use;

• Water – Water Extinguishers

• Foam – Foam Extinguishers 

• CO2 – Carbon Dioxide (CO2) 

• Wet Chemical

Extinguishers and other Equiptment

The need for the different types of fire extinguisher arises from the different types of fuel that may start a fire. The different types of fire caused by different fuels are classified as different classes of fire. Although there is FIVE main types of fire extinguisher, the dry powder and water extinguishers have different versions which means there are a total of eight different types of fire extinguishers. There is no single fire extinguisher that can be used on all classes of fire.

It is important to have an understanding of the types of extinguishers we have within our venues, in the case of an emergency. Only attempt to tackle a fire using an extinguisher if you are trapped by the fire, the only other time a fire extinguisher should be used is if you have received specialist training and are confident to do so. You should never put yourself or anybody else at risk.

If tackling a fire, when trapped, using a CO2 fire extinguisher, never hold the nozzle. CO2 extinguishers feature a discharge horn as opposed to a hose. During operation, the CO2 extinguishing agent causes a standard CO2 horn to frost over. If the horn is held during this time, it can injure you through freeze burn. It is important to know the types of extinguishers and what they are used for. 

All employees must comply with this policy.

By signing below I agree and understand the policy.

Bomb threats or suspicious items should always be taken seriously. How quickly and safely you react to a bomb threat could save lives, including our own. What should you do?

Receiving a Bomb Threat;

Bomb threats are most commonly received via phone, but are also made in person, via email, written note or other means. Every bomb threat is unique and should be handled in the context of the facility or environment in which it occurs.

• Remain calm

• Notify the authorities immediately (inform your venue management, or call 999 if no management is available)

• Refer to the Bomb Threat Checklist in the operations folder, if it is available

For threats made via the phone;

1. Keep the caller on the line as long as possible. Be polite and show interest to keep them talking.

2. DO NOT HANG UP, even if the caller does.

3. If possible, signal or pass a note to other staff to listen and help notify authorities.

4. Write down as much information as possible – caller ID number, exact wording of the threat, type of voice or behaviour etc. 

5. Record the call, if possible.

For threats made in person, via email, or via written note refer to the Bomb Threat Checklist & Bomb Threat Guidance Sheet

• Be available for interviews with authorities/investigators

• Follow the authority’s instructions, law enforcement will assess the situation and provide guidance regarding evacuation & search Finding a Suspicious Item; If you see something that is suspicious, out of place, or doesn’t look right, say something.

A suspicious item is any item (e.q bag, package etc.) that is reasonably believed to contain explosives, an improvised explosive device (IED), or other hazardous material that requires a bomb technician and or/ specialised equipment to further evaluate it.

Examples could include unexplainable wires or electronics, other visible bomb-like components, and unusual sounds, vapours, mists, or odours. Generally speaking, anything that is hidden, obviously suspicious, and not typical should be deemed suspicious.

You may encounter a suspicious item unexpectedly whilst completing a venue walk, if it appears to be suspicious follow these steps;

• Remain calm

• Do NOT touch, tamper with, or move the package, bag or item

• Notify the authorities immediately (inform your venue management and Inspire Security Management, call 999 if no management is available)

• Explain why it appears suspicious 

• Follow instructions, the salutation will be assessed and you will be advised on the next steps

• If no guidance is provided and you feel you are in imminent danger, calmly escort yourself and customers out of the building to the meeting point

• Be aware, there could be other threats or suspicious items

All employees must comply with this policy.

By signing below I agree and understand the policy.

All workers are entitled to work in environments where risk to their health and safety are properly controlled, under health and safety law.

Employees have a duty to take care of their own health and safety and that of our customers/others who may be affected by your actions at work. Workers must co-operate to help everyone meet the legal requirements. 

What you must do;

1. Follow the training you receive when using any work items provided to you by us.

2. Take reasonable care of your own and other people’s health and safety.

3. Tell someone (your line manager) if you think the work place is unsafe or putting people health and safety at risk.

Falling Objects;

1. Don’t overload/overstock shelving or racking

2. Don’t store heavy items above shoulder height

3. Inspect the storage area regularly

4. Report damaged shelving

5. Store awkward items safely

6. Don’t store unstable loads at a height 

7. Wear the correct provided protective clothing 

Cuts:

1. Don’t use a knife or sharp object unless you have to

2. Always cut away from you

3. Store knives securely in the correct areas

4. Do not put knives into the sink

5. Cut or chop on a board, never in your hand

6. Hold the handle and use a brush when washing sharp objects

7. Use the correct knife for the task

Slips, Trips & Falls:

1. Clean as you go

2. Keep all floors and access routes clear

3. Wear the correct footwear (in compliance with the Dress Code Policy)

4. Report any spillages immediately and follow the Spillage and Breakage procedure

5. Walk, do not run

6. Report trailing cables

Health & Safety - COSHH

Caution of Substances Hazardous to Health 

• Having your hands wet for a long period of time or having them frequently wet during the day can irritate your skin leading to dermatitis.

• Some ingredients in cleaning products can cause skin allergies and asthma.

• Some cleaning products are corrosive and can cause skin burns and eye damage.

To prevent exposure to harmful substances you must follow a combination of the following controls;

• Use good work techniques that avoid or minimise contact with harmful substances and minimise leaks and spills. Store all cleaning products safely and securely.

• Wear appropriate you must wear PPE, such as gloves, aprons, goggles.

• Practice good hand care – remove contamination promptly, wash hands promptly, dry thoroughly and use skin creams regularly.

Products you use may be ‘dangerous for supply’. If so, they will have a label that has one or more hazard symbols. Some examples are given here.

These products include common substances in everyday use such as paint, bleach, solvent or fillers. When a product is ‘dangerous for supply’, by law, the provider must supply you with a safety data sheet.

Since 2009, new international symbols have been gradually replacing the European symbols. Some of them are similar to European symbols, but there is no single word describing the hazard. Read the hazard statement on the packaging and the safety data sheet from the supplier.

Manual Handling

All employees must comply with this policy.

By signing below I agree and understand the policy.

I can confirm that the above details are correct and supplying incorrect details may effect my chances of being offered work. 

Thank you for compleating your starter documents. Please submit by pressing the submit button below and one of our management team will be in touch with you.