New Hire Request - Contract Details

This Statement, together with the Employee Handbook, forms part of your Contract of Employment (except where the contrary is expressly stated) and sets out particulars of your main employment terms with Just Ask Estate Services Limited, Unit 4 A/B Wintersells Road, Byfleet, Surrey, KT14 7LF.

No previous employment counts as continuous service.

JOB TITLE

You are employed as a {jobTitle}, and your duties will be as advised by your Line Manager. Your duties may be modified from time to time to suit the needs of the business.

PROBATIONARY PERIOD

You join us on an initial probationary period of three months. During this period your work performance and general suitability will be assessed and, if it is satisfactory, your employment will continue.

However, if your work performance is not up to the required standard, or you are considered to be generally unsuitable, we may either take remedial action (which may include the extension of your probationary period) or terminate your employment at any time. You will be informed of the outcome of your probationary period by your Line Manager and you should not consider your probationary period to have
passed until such notification has been received.

We reserve the right not to apply our full contractual capability and disciplinary procedures during your probationary period.

PLACE OF WORK

You will normally be required to work at the client’s site. You will not be required to work outside the United Kingdom.

HOURS OF WORK

You are contracted to work {total} hours per week, and your normal hours are not variable.

Your shift pattern has been agreed as follows:

In the event that you work more than 6 hours in a day, you are entitled to an unpaid rest break of 30 minutes per shift.

You may be required to work overtime when authorised and as necessitated by the needs of the business.

REMUNERATION

Your hourly rate of pay is £{ratePh}, payable monthly in arrears by credit transfer as detailed on your pay statement.  In your first year of employment, your salary will be proportionate to the amount of time left in the year.  We will ensure that you always receive no less than the National Living Wage.

If upon prior agreement with your Line Manager you work in excess of your contracted hours in a week, then overtime payments will be made at a rate according to the fees of that job. 

COLLECTIVE AGREEMENTS

No collective agreements directly affect your terms and conditions of employment.

ANNUAL LEAVE AND PUBLIC/BANK HOLIDAYS

Your holiday year begins on 1st April and ends on 31st March each year, during which you will receive a paid holiday entitlement of 28 days inclusive of public/bank holidays.  Entitlements are pro-rata for part-time employees.  In your first holiday year your entitlement will be proportionate to the amount of time left in the holiday year.  Conditions relating to the taking of holidays are shown in the most recent Employee Handbook to which you should refer.

On completion of 5 years’ continuous service, you will be granted 2 additional days leave up to a maximum of 30 days inclusive of public/bank holidays. Entitlements are pro-rata to the above for part-time employees.   

Your holiday pay will be based on your average earnings over the previous 12 weeks.

The public/bank holidays each year are:

In the event of termination of employment holiday entitlement will be calculated as 1/12th of the annual entitlement for each completed month of service during that holiday year and any holidays accrued but not taken will be paid for. However, in the event of you having taken any holidays in the current holiday year, which have not been accrued pro-rata, then the appropriate payments will be deducted from your final wages/salary. 

We may require you to take any outstanding annual leave entitlement during your notice period.

OTHER PAID LEAVE

You are entitled to the following types of paid leave subject to any qualifying criteria and notification requirements:

 i)        Maternity, paternity, adoption, shared parental leave with pay in line with statutory entitlements in place from time to time; and

ii)         Qualifying parents are entitled to parental bereavement leave in line with statutory entitlements in place from time to time.

SICK LEAVE, PAY AND CONDITIONS

Any sickness absence taken is paid in line with our contractual sick/injury pay scheme (inclusive of SSP) which, on completion of twelve months service, provides payment during periods of certificated sickness as follows:-

Conditions relating to the above are shown in the most recent Employee Handbook, please refer there for further information.

TRAINING

At the commencement of your employment, you will receive training for your specific job, and as your employment progresses your skills may be extended to encompass new job activities within the business. It is a condition of your employment that you participate in any training deemed necessary by us for you to reach the required levels of work standards.

You are also required to undertake the following training courses:

i)     Health & Safety modules relevant to your job and any e-learning modules that are relevant.

The cost of this mandatory training will be borne by the Company and may be subject to a training agreement which requires repayment by you to the Company. The costs of the training are on a sliding scale in the event of the termination of your employment within a specific time limit after your commencing the training.  Please refer to the training agreement you have signed in your offer pack.

CONDUCT AND DISCIPLINARY PROCEDURES

Disciplinary rules and procedures will apply when dealing with capability or conduct issues.  Please see the most recent version of the Employee Handbook for further information.

CONDUCT/DISCIPLINARY APPEAL PROCEDURE

Should you be dissatisfied with the disciplinary outcome please contact your People Department within 5 working days of the decision made – people@nexgengroup.uk. Further information can be found in the most recent version of the Employee Handbook.

GRIEVANCE PROCEDURE

If you have a complaint, please contact your line manager to discuss and resolve.  If you feel this hasn’t resolved your issue you have the right to raise a grievance.  Please refer to the most recent version of the Employee Handbook.

NOTICE OF TERMINATION TO BE GIVEN BY EMPLOYER

Under 1 month’s service = 1 week.

1 month but less than 2 years’ service = 2 weeks.

2 years’ service or more = 3 weeks, and every for year thereafter 1 additional week for each completed year of service up to a maximum of 12 weeks.

NOTICE OF TERMINATION TO BE GIVEN BY EMPLOYEE

Under 1 month’s service = 1 week.

1 month to 3 years’ service = 2 weeks.

2 years’ service or more = 3 weeks, and every year thereafter 1 additional week for each completed year of service up to a maximum of 12 weeks.

PAY IN LIEU OF NOTICE

We reserve the contractual right to give pay in lieu of all or any part of the above notice by either party.

PENSION AND PENSION SCHEME

We operate a contributory pension scheme into which you will be auto-enrolled (subject to the conditions of the scheme). Further details are available from Payroll.

This Statement, together with the Employee Handbook, forms part of your Contract of Employment (except where the contrary is expressly stated) and sets out particulars of your main employment terms with {whichNexgen}, Unit 4 A/B Wintersells Road, Byfleet, Surrey, KT14 7LF.

No previous employment counts as continuous service.

By signing these Contract of Employment, you agree to all of the following conditions:

1.     Documentation

1. Prior to commencement of your employment you are required to accurately complete a New Employee Form and, if required, a Disclosure and Barring Service Application form.  You must provide all necessary identification documents to verify your identity and right to work in the UK.  You will also be required to produce proof of NI number and proof of address, such as bank statement or utility bill.  Failure to provide all necessary paperwork and information by Day 1 of your employment will result in you not being processed as a new employee and you will be removed from your site of work.
2. You are required to complete all documentation in a correct and truthful manner and to carry out your work in accordance with the cleaning specification designed for the contract you are engaged upon. A copy of the cleaning specification can be supplied by your Area Manager upon request.  Your continued employment is dependent upon the same.
3. You must advise us of any change in your personal details and by completing our New Starter Forms and signing this Contract of Employment, you consent to copies of your ID and DBS information to be provided to the client upon request.

2.     Medical/Disability Conditions

You are required to inform your Area Manager if you have a pre-existing medical condition or disability.  If so, you will then be asked to provide further information in order to assess that it will be safe for you to carry out work on the client's premises.

3.     Probationary Period

Your employment is subject to a three-month probationary period, which can be extended If your Area Manager feels this is appropriate.

4.     Start & Finish Times

You are contracted to work {total} hours per week, and your normal hours are not variable.

Your working schedule has been agreed as follows:

Your hours may be adjusted with one weeks' notice given at any point throughout your employment with Nexgen Services.  You must always arrive on time for work, work your designated number of hours and leave at the correct finishing time. Extra work may be required of you and will be paid at your standard hourly rate.

5.     Working Hours

1. School/Education Centre Personnel Only: Your normal working week will be between Monday and Friday with hours arranged as required. TERM TIME ONLY. This generally amounts to approximately 39 weeks per annum but may vary depending on school's academic calendar. No holiday entitlement may be taken during term time. You will also be required to carry out periodic cleaning outside of term time and the dates and time for this type of work may vary and will be arranged by your Area Manager. Your annual holiday entitlement is pro-rata based on the reduced number of weeks work per annum.
2. All Other Establishments: Your normal working week will be between Monday and Friday with hours arranged as required. It may be necessary to work some weekends and these extra hours and rates will be arranged in conjunction with your Area Manager.
3. Your employment is also conditional on you working your full contracted number of hours.
4. If required, we reserve the right to reduce or increase your contracted hours by providing the appropriate statutory notice in writing.

6.     Signing In & Out:

1. You must always sign in and sign out of work stating your own name and accurate times.  Falsification of your name, start and finish times in the signing in books will result in a deduction from your standard hours and you will only be paid for actual time worked.  
2. Abuse of this system constitutes gross misconduct and could result in dismissal.  
3. We reserve the right to make deductions to your salary if this occurs over a period of time (in order to reimburse the client accordingly).
4. We operate an electronic time attendance system on some sites. You will be required to use this system if it is in place on any site we ask you to work at. You will be fully trained in its operation.

7.     Change to Work Area

Should it be necessary, we reserve the right to transfer you to another section/area within your current site, or transfer you to another geographical work location within a reasonable distance.

8.     Conditions of Employment

These may be subject to change after consultation with affected employees by giving 24 hours verbal notice, followed by written notice within one week. There are no terms contained in collective agreements, which affect your employment.

9.     Pay and Payslips

You will be paid four-weekly, one-week in arrears directly into your own bank or building society account. Hard copies of payslips are not supplied. You agree to have your pay slip sent to the email address you have provided.

9.     Possible Deductions

1. As part of your employment, if you are required to have an Enhanced Disclosure and Barring Service check, which provided all required information has been provided, we will submit on your behalf.
2. Where uniform and/or PPE is required, you are responsible for the cleanliness and general upkeep of the uniform and/or PPE issued to you.  We reserve the right to make deductions from pay where this has not been followed.
3. We reserve the right to make a deduction from your wages against any damage caused to client's or company property by your negligent or wilful action. This includes breakages or spillages at the clients' premises. Furthermore, the cost of any unauthorised telephone calls made on the company's or the clients' telephones or company mobile phones provided to you will be deducted from your wages and could result in dismissal through gross misconduct.

11.   Non-Attendance

1. Non-attendance will result in no pay and requires notice to your Area Manager by 12 noon of the same day.
2. Non-attendance without prior notice and without a satisfactory explanation is regarded as potential gross misconduct and may be subject to disciplinary action and possible dismissal.
3. Non-attendance due to severe weather or difficulties with public or private transport will result in no pay.
4. Should you be suspended pending investigation, you may or may not continue to receive wage payments, depending on the inherent nature of the issue and investigation.

12.   Sick Pay

We do not operate a sick-pay policy.

13.   Holiday Entitlement

1. Holiday entitlement will be calculated on a pro-rata basis for part-time employees.
2. You are entitled to statutory minimum paid holiday per annum, between 1st April and 31st March each year, if you work 52 weeks per annum. This entitlement includes all Bank/Public Holidays that fall during your contracted period of work. Additional Bank Holidays will come out of your holiday entitlement.  Holiday entitlement on contracts of less than 52 weeks per annum will be calculated on a pro-rata basis. Dependent upon the date of commencement of employment, all entitlement will be calculated on a pro-rata basis.  All leave, including Bank Holidays, will only be paid as Holiday provided the entitlement has been accrued.
3. No paid holiday entitlement may be taken in advance or paid in lieu.
4. Holiday requests must be put in writing to your Area Manager at least two weeks prior to your intended leave period and will only be granted dependent upon adequate staffing levels.  Any overpaid holiday will be deducted from your wages.  Any unused holiday entitlement cannot be carried forward from one year to the next.  If you work at a school or education centre no holiday entitlement may be taken during term time. Holiday entitlement is only allowable outside of term time.

14.   Termination of Employment

1. General cleaning personnel are required to give one weeks' notice.
2. Site supervisors, housekeepers, janitors and site managers, are required to give at least two weeks' notice.
3. Failure to comply with this notice will result in a reduction of your final wages in lieu of notice.
4. The period of notice provided to you by the company will be in accordance with statutory provisions.

15.   Workplace Pension Scheme

1. Nexgen Group will enrol any employee who automatically qualifies for a pension.  
2. We will deduct the appropriate statutory percentage from your wages (employee's contribution) and contribute the appropriate statutory percentage (NEXGEN's contribution).
3. You have the right to opt-out and you can do this by notifying our payroll department at payroll@nexgengroup.uk

16.    Security & Confidentiality

1. Anything you see or become aware of in the course of your employment which relates to a client's business is not to be repeated to any third person.  All matters of clients' business are private and confidential.
2. Any keys issued to you are your full responsibility and must be kept securely and be returned upon request when your employment ends.  Any loss of keys must be reported immediately, and any replacement costs may result in a deduction from your next wage payment.
3. The use of Company vehicles, equipment, tools, materials etc. for private or personal use is strictly forbidden.
4. Minors under the age of 18 or any other persons not in the employment of the Company are forbidden to enter any place of work.  The Company accepts no liability for any event where this rule has been contravened.
5. No person is allowed to cover your area in your absence due to sickness or holiday, unless authorised by your Area Manager.  In those circumstances, that person must fully complete a Nexgen Onboarding Pack, thereby becoming an employee of the company.

17.   Disciplinary Procedure

The company's disciplinary procedure is available upon request to your Area Manager. If you wish to appeal any disciplinary action you may contact a Company Director at Head Office.

STATEMENT ON EMPLOYEES RESPONSIBILITIES (HEALTH & SAFETY AT WORK EXTRACT)

This statement is issued to help you operate in a safe and healthy manner. You are legally required to read and understand the company's health and safety policy and carry out your work in accordance with its requirements. You Must carry out your duties so that you do not endanger the health and safety of a) yourself b) your fellow worker c) the general public. You must co-operate with your employer on these matters. Your individual responsibilities should be explained by your Area Manager and you should inform them of any existing medical condition or disability you may have.

Reporting of Accidents:

You are to report, to the person named above, any accidents or dangerous occurrence and also advise the Company for which we are carrying out the workload.

Machinery:

If a machine becomes unserviceable, you doubt its safety or its PAT testing is due to expire/has expired, report the matter at once to your Area Manager (above), or immediate Site Supervisor. DO NOT attempt to use it. DO NOT tamper, attempt to repair or allow any unauthorised person to use or tamper with Company's machinery.

Materials:

It is dangerous to mix materials. Read the instructions on the container, do not mix materials, open containers while keeping them away from the eyes, do not sniff into containers; do not store them near fires or hot pipes. DO NOT put materials into a differently labelled container. COSHH Data Sheets and safe systems of work must be observed.

Operating Standards:

Always use the correct tools, equipment and materials. Do not 'make do', improvise or misuse equipment. Work methodically and with care. DO NOT run on slippery floors or have too large an area wet at any one time. Ensure you use safety signage. Keep all leads away from anything that might cut them and keep them away from water or other liquids. Do not remove or interfere with anything provided in the interests of health and safety (e.g. First-Aid, and Fire Extinguishers etc.) Know who can provide first aid in case of an accident and where the first aid materials can be found. Fire: Make sure that you know where your nearest fire exit is and can find it in the dark. In case of fire do not use lifts (which may jam). Do not use lifts if you are the sole occupant of a building in case they jam. For the same reason do not use lifts if any electricity strike is imminent. Should you need to cross an unlit office or corridor proceed slowly, feeling for hazards, telephone wires etc., with your feet also feel for projections which would catch your head.

On Ceasing Work:

Put all equipment away in a clean condition and report any which are not fully serviceable. Store materials in a safe manner. You are also to report any damage you may have caused to the client's property.

If any job cannot be done safely, leave it and report that matter to your Area Manager (above), or immediate Site Supervisor.

If your employer provides protective clothing, you are to wear it and keep it in good condition.

If you have any doubts about your work consult your Line Manager, or immediate Site Supervisor.  Your signature confirms you comply with the Company's Policy Statement on the Health & Safety at Work Act above.

This Statement, together with the Employee Handbook, forms part of your Contract of Employment (except where the contrary is expressly stated) and sets out particulars of your main employment terms with {whichNexgen}, Unit 4 A/B Wintersells Road, Byfleet, Surrey, KT14 7LF.

No previous employment counts as continuous service.

By signing these Contract of Employment, you agree to all of the following conditions:

1.     Documentation

1. Prior to commencement of your employment you are required to accurately complete a New Employee Form and, if required, a Disclosure and Barring Service Application form.  You must provide all necessary identification documents to verify your identity and right to work in the UK.  You will also be required to produce proof of NI number and proof of address, such as bank statement or utility bill.  Failure to provide all necessary paperwork and information by Day 1 of your employment will result in you not being processed as a new employee and you will be removed from your site of work.
2. You are required to complete all documentation in a correct and truthful manner and to carry out your work in accordance with the cleaning specification designed for the contract you are engaged upon. A copy of the cleaning specification can be supplied by your Area Manager upon request.  Your continued employment is dependent upon the same.
3. You must advise us of any change in your personal details and by completing our New Starter Forms and signing this Contract of Employment, you consent to copies of your ID and DBS information to be provided to the client upon request.

2.     Medical/Disability Conditions

You are required to inform your Area Manager if you have a pre-existing medical condition or disability.  If so, you will then be asked to provide further information in order to assess that it will be safe for you to carry out work on the client's premises.

3.     Probationary Period

Your employment is subject to a three-month probationary period, which can be extended If your Area Manager feels this is appropriate.

4.     Start & Finish Times

You are contracted to work {total} hours per week, and your normal hours are not variable.

Your working schedule has been agreed as follows:

Your hours may be adjusted with one weeks' notice given at any point throughout your employment with Nexgen Services.  You must always arrive on time for work, work your designated number of hours and leave at the correct finishing time. Extra work may be required of you and will be paid at your standard hourly rate.

5.     Working Hours

1. School/Education Centre Personnel Only: Your normal working week will be between Monday and Friday with hours arranged as required. TERM TIME ONLY. This generally amounts to approximately 39 weeks per annum but may vary depending on school's academic calendar. No holiday entitlement may be taken during term time. You will also be required to carry out periodic cleaning outside of term time and the dates and time for this type of work may vary and will be arranged by your Area Manager. Your annual holiday entitlement is pro-rata based on the reduced number of weeks work per annum.
2. All Other Establishments: Your normal working week will be between Monday and Friday with hours arranged as required. It may be necessary to work some weekends and these extra hours and rates will be arranged in conjunction with your Area Manager.
3. Your employment is also conditional on you working your full contracted number of hours.
4. If required, we reserve the right to reduce or increase your contracted hours by providing the appropriate statutory notice in writing.

6.     Signing In & Out:

1. You must always sign in and sign out of work stating your own name and accurate times.  Falsification of your name, start and finish times in the signing in books will result in a deduction from your standard hours and you will only be paid for actual time worked.  
2. Abuse of this system constitutes gross misconduct and could result in dismissal.  
3. We reserve the right to make deductions to your salary if this occurs over a period of time (in order to reimburse the client accordingly).
4. We operate an electronic time attendance system on some sites. You will be required to use this system if it is in place on any site we ask you to work at. You will be fully trained in its operation.

7.     Change to Work Area

Should it be necessary, we reserve the right to transfer you to another section/area within your current site, or transfer you to another geographical work location within a reasonable distance.

8.     Conditions of Employment

These may be subject to change after consultation with affected employees by giving 24 hours verbal notice, followed by written notice within one week. There are no terms contained in collective agreements, which affect your employment.

9.     Pay and Payslips

You will be paid four-weekly, one-week in arrears directly into your own bank or building society account. Hard copies of payslips are not supplied. You agree to have your pay slip sent to the email address you have provided.

9.     Possible Deductions

1. As part of your employment, if you are required to have an Enhanced Disclosure and Barring Service check, which provided all required information has been provided, we will submit on your behalf.
2. Where uniform and/or PPE is required, you are responsible for the cleanliness and general upkeep of the uniform and/or PPE issued to you.  We reserve the right to make deductions from pay where this has not been followed.
3. We reserve the right to make a deduction from your wages against any damage caused to client's or company property by your negligent or wilful action. This includes breakages or spillages at the clients' premises. Furthermore, the cost of any unauthorised telephone calls made on the company's or the clients' telephones or company mobile phones provided to you will be deducted from your wages and could result in dismissal through gross misconduct.

11.   Non-Attendance

1. Non-attendance will result in no pay and requires notice to your Area Manager by 12 noon of the same day.
2. Non-attendance without prior notice and without a satisfactory explanation is regarded as potential gross misconduct and may be subject to disciplinary action and possible dismissal.
3. Non-attendance due to severe weather or difficulties with public or private transport will result in no pay.
4. Should you be suspended pending investigation, you may or may not continue to receive wage payments, depending on the inherent nature of the issue and investigation.

12.   Sick Pay

We do not operate a sick-pay policy.

13.   Holiday Entitlement

1. Holiday entitlement will be calculated on a pro-rata basis for part-time employees.
2. You are entitled to statutory minimum paid holiday per annum, between 1st April and 31st March each year, if you work 52 weeks per annum. This entitlement includes all Bank/Public Holidays that fall during your contracted period of work. Additional Bank Holidays will come out of your holiday entitlement.  Holiday entitlement on contracts of less than 52 weeks per annum will be calculated on a pro-rata basis. Dependent upon the date of commencement of employment, all entitlement will be calculated on a pro-rata basis.  All leave, including Bank Holidays, will only be paid as Holiday provided the entitlement has been accrued.
3. No paid holiday entitlement may be taken in advance or paid in lieu.
4. Holiday requests must be put in writing to your Area Manager at least two weeks prior to your intended leave period and will only be granted dependent upon adequate staffing levels.  Any overpaid holiday will be deducted from your wages.  Any unused holiday entitlement cannot be carried forward from one year to the next.  If you work at a school or education centre no holiday entitlement may be taken during term time. Holiday entitlement is only allowable outside of term time.

14.   Termination of Employment

1. General cleaning personnel are required to give one weeks' notice.
2. Site supervisors, housekeepers, janitors and site managers, are required to give at least two weeks' notice.
3. Failure to comply with this notice will result in a reduction of your final wages in lieu of notice.
4. The period of notice provided to you by the company will be in accordance with statutory provisions.

15.   Workplace Pension Scheme

1. Nexgen Group will enrol any employee who automatically qualifies for a pension.  
2. We will deduct the appropriate statutory percentage from your wages (employee's contribution) and contribute the appropriate statutory percentage (NEXGEN's contribution).
3. You have the right to opt-out and you can do this by notifying our payroll department at payroll@nexgengroup.uk

16.    Security & Confidentiality

1. Anything you see or become aware of in the course of your employment which relates to a client's business is not to be repeated to any third person.  All matters of clients' business are private and confidential.
2. Any keys issued to you are your full responsibility and must be kept securely and be returned upon request when your employment ends.  Any loss of keys must be reported immediately, and any replacement costs may result in a deduction from your next wage payment.
3. The use of Company vehicles, equipment, tools, materials etc. for private or personal use is strictly forbidden.
4. Minors under the age of 18 or any other persons not in the employment of the Company are forbidden to enter any place of work.  The Company accepts no liability for any event where this rule has been contravened.
5. No person is allowed to cover your area in your absence due to sickness or holiday, unless authorised by your Area Manager.  In those circumstances, that person must fully complete a Nexgen Onboarding Pack, thereby becoming an employee of the company.

17.   Disciplinary Procedure

The company's disciplinary procedure is available upon request to your Area Manager. If you wish to appeal any disciplinary action you may contact a Company Director at Head Office.

STATEMENT ON EMPLOYEES RESPONSIBILITIES (HEALTH & SAFETY AT WORK EXTRACT)

This statement is issued to help you operate in a safe and healthy manner. You are legally required to read and understand the company's health and safety policy and carry out your work in accordance with its requirements. You Must carry out your duties so that you do not endanger the health and safety of a) yourself b) your fellow worker c) the general public. You must co-operate with your employer on these matters. Your individual responsibilities should be explained by your Area Manager and you should inform them of any existing medical condition or disability you may have.

Reporting of Accidents:

You are to report, to the person named above, any accidents or dangerous occurrence and also advise the Company for which we are carrying out the workload.

Machinery:

If a machine becomes unserviceable, you doubt its safety or its PAT testing is due to expire/has expired, report the matter at once to your Area Manager (above), or immediate Site Supervisor. DO NOT attempt to use it. DO NOT tamper, attempt to repair or allow any unauthorised person to use or tamper with Company's machinery.

Materials:

It is dangerous to mix materials. Read the instructions on the container, do not mix materials, open containers while keeping them away from the eyes, do not sniff into containers; do not store them near fires or hot pipes. DO NOT put materials into a differently labelled container. COSHH Data Sheets and safe systems of work must be observed.

Operating Standards:

Always use the correct tools, equipment and materials. Do not 'make do', improvise or misuse equipment. Work methodically and with care. DO NOT run on slippery floors or have too large an area wet at any one time. Ensure you use safety signage. Keep all leads away from anything that might cut them and keep them away from water or other liquids. Do not remove or interfere with anything provided in the interests of health and safety (e.g. First-Aid, and Fire Extinguishers etc.) Know who can provide first aid in case of an accident and where the first aid materials can be found. Fire: Make sure that you know where your nearest fire exit is and can find it in the dark. In case of fire do not use lifts (which may jam). Do not use lifts if you are the sole occupant of a building in case they jam. For the same reason do not use lifts if any electricity strike is imminent. Should you need to cross an unlit office or corridor proceed slowly, feeling for hazards, telephone wires etc., with your feet also feel for projections which would catch your head.

On Ceasing Work:

Put all equipment away in a clean condition and report any which are not fully serviceable. Store materials in a safe manner. You are also to report any damage you may have caused to the client's property.

If any job cannot be done safely, leave it and report that matter to your Area Manager (above), or immediate Site Supervisor.

If your employer provides protective clothing, you are to wear it and keep it in good condition.

If you have any doubts about your work consult your Line Manager, or immediate Site Supervisor.  Your signature confirms you comply with the Company's Policy Statement on the Health & Safety at Work Act above.

No previous employment counts towards continuous service.