The Employer: American Camps Company Limited
Reporting to camp management. It is an important aspect of working for the employer that, as a flexible employee, you are willing to carry out any tasks in addition to the duties associated with the above role provided that these are within your capabilities. Failure to comply with these terms will be classed as gross negligence.
Commencement: Your employment in this position is for a fixed-term and shall commence on:
Zero Hour - Permanent Contract
(Excluding weekends and holidays)
Unless terminated earlier in accordance with the provisions of this contract set out in the section headed "Notice". The Company reserves the right to extend the term of this contract at its discretion by giving at least 1 weeks notice.
Prior to your employment you will be required to attend the "LL Camps Be The Best You Can Be" training and assessment day at the site you have been employed. Failure to attend these days or unsatisfactory performance at these training days may result in termination of your employment.
This employment is subject to the receipt of references deemed by the Company to be satisfactory, which may occur after the above date. The Company reserves the right to terminate your employment on giving the statutory minimum period of notice in the event that references are unsatisfactory.
If unsatisfactory references are received before the proposed commencement date, the offer of employment shall be withdrawn whether or not you have signed this Contract.
Payment: You will be paid at a rate of Minimum Wage + Discretionary performance based bonuses.
This payment will be made on the last working day of the month of the camp you will be working on by credit transfer to your nominated bank account.
Hours of Work: Your basic hours of work will be designated by the camp manager . You are entitled to a 30 minute unpaid lunch break at times to be agreed with your Manager. It is a necessity, due to the nature of your work that preparation for the day is required. In addition every child must be assessed due to OFSTED regulations and as such it will be required that you stay after your prescribed hours to meet with the camp management to discuss their progress along with our daily health and safety procedures.
You will be paid for the days that you actually work. Due to variations in booking numbers on different days of the week, it may be necessary to make alterations to the days on which you are contracted to work, either to increase the number of days in the case of extra bookings or to reduce them in the case where we have over predicted bookings. The Company will aim to give employees 1 week’s notice, on rare occasions this may not be possible and a minimum of 24 hours notice will be given. Employees are expected to give 7 days notice period if they are unable to fulfill any days on their contract.
Working Time Regulations: You will not be required to work in excess of an average of 48 hours a week without your consent. If you consider that you are regularly working in excess of 48 hours per week, you should notify the HR Department.
Place of Work: You will normally be required to work at
St Margaret's School (inc. Sports Centre), Merry Hill Road, Bushey, Hertfordshire, WD23 1DT
and for short periods of time at such other places within reasonable travelling distance.
Flexibility: To be able to respond quickly and productively to changing economic and business conditions, the Company needs to retain a degree of business flexibility, which can only be achieved through the willing co-operation of all employees, whatever their role.
Therefore when the business needs of the Company change, the Company may require you to take on different duties or alter your hours of work, temporarily or permanently. Any such changes will be discussed with you in advance and personal circumstances may be taken into account.
Holiday and Holiday Pay: Holiday entitlement is included in staff wages but will be displayed separately on your payslip. The annual holiday entitlement is 28 normal working days based on a 5 day working week x 52 weeks. You will accrue annual holidays on the basis of 1/52nd of the annual entitlement for each week of service in the holiday year (January - December).
Sick Pay: Regular and prompt attendance is the responsibility of each employee, but inevitably every employee will be ill at some time in their career. If you are unable to attend work for any reason you should contact your HR Department (01923572012) as soon as possible prior to your normal start time to advise them of your absence, the reason and likely duration. You should maintain contact on a daily basis unless agreed otherwise by your HR Department.
For absences up to 7 days (including weekends) you will be required to complete a self-certificate. If your absence exceeds 7 days, you are required to submit a certificate from your GP covering the portion of your absence that has not been self-certified.
On your return to work you may be required to attend a return to work interview.
On condition that you comply with the full requirements regarding absence, you will be eligible for any entitlement to Statutory Sick Pay (if applicable) in accordance with current SSP guidance and rules.
The Company reserves the right to withhold sick pay if you have failed to comply with the sickness reporting requirements without good reason or if the Company concludes, after reasonable investigation, that the absence is not for reasons of genuine illness.
The Company may request that you undergo a medical examination at the expense of the Company.
Notice: The minimum notice period you are required to give the Company and the Company undertakes to give to you in the event of termination of your employment is 1 week.
Nothing in this agreement shall prevent the giving of a lesser period of notice by either party where it is mutually agreed.
Contact: You are prohibited from making contact with clients/parents and/or children related to the camp at any time during or before/after any camp. This includes providing or taking personal details or contact details.
Privacy: At all times your phone must be kept locked away by the camp management. You are not permitted to take photos of children at any time.
Company Property: On termination of your employment for whatever reason, you are required to return immediately all items of Company property, including but not limited to documents, computer discs or keys to any Company premises. You may also be required to provide written confirmation that you have not retained any electronic copies of Company documents. You will also be required to return all items of uniform provided on the last day of your employment. Your payment will not be released until all camp property has been returned. The cost of any damage or loss to company property will debited from your agreed wages.
Retirement Ages: Normal contractual retirement age is 65 years of age. You have a statutory right to request to continue working after the contractual retirement age and the details of this will be notified to you not more than 12 and not less than 6 months before your 65th birthday.
Collective Agreement: Your terms and conditions of employment are not governed by a collective agreement.
Data Protection: The Company will hold absence records for employees for the purpose of sickness monitoring, administration of pay, welfare and to aid decisions in relation to your employment.
The information held will consist of medical questionnaires, Doctor’s certificates, medical reports and self-certification forms.
Disclosure and Barring Service: It is a condition of your employment that you receive the appropriate approval and your employment remains subject to satisfactory DBS status and ISA Barred List clearance. In the event of an adverse disclosure, the Company reserves the right to terminate your employmentby giving the minimum period of statutory notice applicable to your employment.
Rehabilitation of Offenders Act 1974: All appointments for those working with children are exempt from provisions of this Act by virtue of Exceptions Order 1975.
You are therefore required to give full details of convictions, including those, which would otherwise be considered "spent" by virtue of the said Act. This no longer applies to cautions or convictions which have been filtered from your record.
Information given will be treated in the strictest confidence.
If you have convictions or cautions inconsistent with your appointment by the Company, the Company reserves the right to withdraw its offer of employment or, in the event that employment has commenced, terminate your employment by giving the minimum period of statutory notice applicable to your employment.
Confidentiality: During the course of your employment you will have come into contact with confidential information which includes but is not limited to details of the Company’s clients (parents and children), its employees, officers, business and marketing strategy, working practices and policies,work methods, fee structure, costing methods, financial dealings, business dealings or other affairs of the Company or any Group Company and any information stipulated as being "confidential" (together defined as "Confidential Information").
You may not, during your period of employment with the Company or after employment has ended, use or disclose to any third party Confidential Information that you have acquired as a result of your employment with the Company except information which is in the public domain otherwise that as a result of your unauthorized disclosure or as required by a court or regulatory body of competent authority.
The Company will take legal steps to enforce its rights in this respect.
Disciplinary and Poor Performance Procedure: In the interests of fairness and justice and to ensure the proper conduct of the Company’s business, certain provisions to deal with matter of discipline and poor performance are necessary. An important element of the employment contract is the reasonable expectation on the part of the Company that you will conduct yourself in such a way as to fulfill the obligations of your employment contract.
A more full explanation of the expectations regarding behavior and performance are detailed in the Company’s Disciplinary and Poor Performance Procedures, which can be found in the Company’s Employment Handbook.
The Company’s Disciplinary and Poor Performance Procedures are non-contractual except to the extent that may be required by law from time to time.
Grievance Procedure: If you have any grievance relating to any aspect of your employment, you have a right to a hearing in accordance with the Company’s Grievance procedure and you should notify the Company of your grievance in accordance with that procedure, which can be found in the Company’s Employment Handbook.
The Company’s Grievance Procedure is non-contractual except to the extent that may be required by law from time to time.
Other Work: Working for American Camps Company Limited will require you to apply your best endeavors and skills, you may therefore not carry out work for any other person, firm or corporation or undertake any business interest if the Company believes this will interfere with the work you perform for them or indeed, if it could represent a conflict of interest.
If you wish to undertake any such activity you should first advise the Company of your intention giving full details in writing. The Company will consider the request and will not unreasonably refuse permission. However, if it is decided that this conflicts with your existing contractual obligations you may be required to not take the additional work or activity.
Deductions: For the purposes of the Employment Rights Act 1996 the Company shall be entitled to deduct from any amount payable to you and you hereby consent to such deductions under or in relation to this Agreement:
· Any amount required by law to be so deducted including (without limitation) income tax and national insurance contributions;