BCC GROUP Policy Procedures 2008 by 6O9mDS

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									                                                BCC GROUP



                                        POLICIES & PROCEDURES
                                              HANDBOOK




                                           BOLTON CAR CENTRE LIMITED




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                                                      BCC GROUP


                                 QUALITY POLICY STATEMENT
It is the policy of BCC Group to continually improve levels of customer satisfaction
and loyalty by providing products and services, which fully meet the initial and
continuing needs and expectations of all our customers

                                                         Our Objectives

         To improve our customer satisfaction, loyalty and retention by providing an
          efficient and friendly service

         To achieve the consistent delivery of a quality product and service

         To continue to invest in the Dealership facilities and new technology

         To continue to invest in the training and development of all our staff

         To maintain and develop our competitive position in the marketplace

In order to achieve these objectives, the company has adopted a Quality System, which
complies with the requirements of ISO 9002 and ensures the efficiency and continual
improvement of the business.

The Quality System is supported and endorsed by not only the Senior Management, but
every employee within the company and is a reflection of our desire to provide our
customers with the highest standards possible in customer care.




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          Preface:

          This Policies and Procedures Handbook contains rules and procedures
          to be followed by all employees and must not be treated as an exhaustive
          list.


          Included in the Handbook are various documents for your information
          and reference, including the Company’s Disciplinary & Grievance Procedures
          and the Company’s Statement of Health & Safety Policy.




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1.        New employees

a)        All new employees will have completed the BCC application form and BCC starter pack.

b)        As notified in your letter of employment, your employment is subject to the company
          receiving two satisfactory references (one from your previous employer). Names and
          addresses of referees must be provided upon request.

c)        Induction training will be provided by your Department Manager or appointed designate.

d)        Your Department Manager will forward the completed Induction Training form to Human
          Resources, Head Office within the first month of employment.

2.        Notification of sickness or other absence

a)        The Company does not have a mandatory company sick pay scheme. If you qualify for
          Statutory Sick Pay (SSP), you will be paid at the current rate of SSP as instructed by the
          government.

b)        On the first morning of absence you must contact your Department Manager before 10.00am
          to inform your Department Manager of your absence and give reasons for your absence.
          Telephone contact must continue on a daily basis until the company receives a medical
          certificate.

c)        If the Company considers the notification to be too late or suspects that the reason for
          incapacity to work is not genuine, the Company is entitled to refuse to pay SSP. In this case,
          the company must give the reason for refusing to pay.

d)        You must have a period of incapacity for work of 4 days or more before SSP is payable. The
          first 3 days are served as waiting days and SSP is not payable until the 4th day of sickness.

e)        If the period of sickness is within 8 weeks of the last 4 day period of incapacity, the waiting
          days will not have to be served again.

f)        If there is a break of eight weeks or more between sickness periods, the 3 waiting days will
          have to be served.

g)        You must complete a self-certification form for all periods of absence. If sickness is to last
          longer than 4 days, the self-certified medical certificate must be received by the Company no
          later than the end of the fourth day of sickness. This certificate will last for a maximum of
          seven continuous days, including weekends.

h)        If the period of sickness is going to last longer than seven days, a Doctor’s signed medical
          certificate should be sent to the Company no later than the end of the eighth day of sickness
          and will last as long as the Doctor recommends. Additional Doctors certificates must follow
          on in date order and must include all days of sickness.

i)        SSP can be paid for a maximum of 28 weeks in any one calendar year.



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j)        Holidays may be exchanged for sickness days if mutually agreed between you and the
          Company.

k)        In appropriate circumstances the Company may request you to be examined by an
          independent medical practitioner of its choosing. In this event, you agree to co-operate with
          such a request and to permit the medical practitioner to discuss with the Company the
          findings of his examination and his prognosis for your future recovery.

3.        Holidays

a)        The Company’s holiday year runs from 1 January to 31 December.

b)        Your holiday entitlement plus normal public holidays must be taken in the current holiday
          year. If you start or leave employment during a Company holiday year your holiday
          entitlement in respect of that holiday year will be calculated pro rata. Holidays are accruable
          for complete months of work and not for part months.

c)        It may be necessary for you to work certain public holidays in line with your position as
          required by the Company.

d)        Holidays cannot be carried over to the following year; the company will not make any
          payment in lieu of such except in accordance with clause 3(i) below.

e)        All applications for holidays must be made on a Holiday Request Form and authorised by the
          Department Manager.

f)        Holidays are restricted in the following periods:-

                          Sales Department – All Staff

                          15 February – 7 April
                          17 August – 7 October

                          Aftersales Department – All Staff

                          21 February – 7 March
                          24 March – 7 April

                          24 August – 7 September
                          24 September – 7 October

g)        Only one Manager per dealership may take holidays at any one time.

h)        Adequate staff cover must be maintained at all times.




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i)        Upon termination of your employment you will be entitled to pay in lieu of any unused
          Company holiday entitlement unless your employment is terminated by the Company for
          gross misconduct or you will be required to repay to the Company, pay received for holidays
          taken in excess of your entitlement. Any sums so due may be deducted from any money
          owing to you. The Company reserves the right to require you to take any unused Company
          holiday entitlement during your notice period, even if booked to be taken after the end of the
          notice period.

4.        Overtime & Commission

          Overtime is only with prior arrangement with your Manager and is paid at a maximum of
          time and a half your basic hourly rate.

          Any bonuses and/or commissions, if applicable, are as set out in your letter of employment
          and are such that are in force in the department in question at the time. Commission is paid
          on sales that have been completed and paid out up to the last date of your employment.

5.        Other employment

a)        You must devote the whole of your time, attention and abilities during your hours of work for
          the Company to your duties for the Company. You may not, under any circumstances,
          whether directly or indirectly, undertake any other duties, of whatever kind, during your hours
          of work for the Company.

b)        You may not without the prior written consent of the Company (which will not be
          unreasonably withheld) engage, whether directly or indirectly, in any business or employment
          which is similar to or in any way connected or competitive with the business of the Company
          which could, or be considered by others, to impair your ability to act at all times in the best
          interest of the Company outside your hours of work for the Company.

6.        Confidentiality

a)        You may not disclose any trade secrets or other information of a confidential nature relating
          to the Company or any of its associated companies or their business, or any client of the
          Company, or in respect of which the Company owes an obligation of confidence to any other
          third party during or after your employment except in the proper course of your employment
          or as required by law.

b)        You must not remove any documents, or tangible items which belong to the Company or
          which contain any confidential information from the Company’s premises at any time without
          proper advance authorisation.

c)        You must return to the Company upon request and, in any event, upon termination of your
          employment, all documents and tangible items which belong to the Company or which
          contain or refer to any confidential information and which are in your possession or under
          your control.

d)        You must, if requested by the Company, delete all confidential information from any re-
          useable material and destroy all other documents and tangible items which contain or refer to


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          any confidential information and which are in your possession or under your control off the
          Company premises.

7.        Driving Licences & Statement of Particulars

          You must provide a copy of your current valid driving licence and statement of particulars
          upon request and must immediately notify Human Resources (HR) at Head Office, Bolton of
          any change to your licence including penalties/disqualifications.

8.        Personal Details

          You must notify Human Resources in writing, without delay, of any change to your personal
          details, eg home address, telephone number, marital status, next of kin, state of health if this
          affects your ability to work/environment etc.

9.        Health & Safety

a)        It is your responsibility to take the utmost care and attention to avoid any risk to other
          persons’ health and safety.

b)        Any accident on the Company’s premises must be reported without delay to the Branch First
          Aid Officer and recorded in the Branch Accident Book. The First Aid Officer will notify
          Head Office.

c)        Emergency and evacuation procedures are posted on the notice board at each branch.

d)        Safety protection and clothing must be worn at all times when there is a risk to the health and
          safety of yourself and or your fellow employees.

e)        The Company operates a no smoking policy on all of its properties including all of its
          vehicles eg company cars, contract hire vehicles, vans and demonstrator vehicles.

10.       Cars

a)        Subject to you holding a current driving licence the Company may provide you for your sole
          business use and private use with a car of a make and model and specification selected by the
          Company.

b)        The Company shall bear all routine service costs.

c)        You will always comply with all regulations laid down by the Company from time to time
          with respect to Company cars; shall forthwith notify Head Office of any accidents involving
          the Company car and any charges of driving offences which are brought against you and on
          the termination of your employment whether lawfully or unlawfully, shall forthwith return the
          Company car and all keys to the Department Manager/Director of the Company.

d)        The Company Car Declaration form must be signed by you (sample enclosed).

e)        An Insurance Excess form must be signed by every employee (sample enclosed).


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f)        The Company will deduct from your salary any fines, fixed penalty notices etc incurred by
          the Company during the period in which the Company Car is assigned to you and will notify
          you of such.

11.       Vehicle Logs and Test Drives

a)        You must complete and sign the appropriate Vehicle Log Sheet (samples enclosed) in respect
          of any vehicle being driven by you (other than your own assigned Company car). All details
          must be completed, including the mileage and the return sections. You must also check the
          state of the vehicle and report any damage before driving the vehicle.

b)        Before you provide a fellow employee/customer/sub-contractor with a set of keys to a
          vehicle, the details must be recorded on the Vehicle Log Sheet (sample enclosed). All details
          must be completed, including the mileage and the return sections. You must also check the
          state of the vehicle with the driver and report any damage before allowing the vehicle to be
          driven.

c)        The Vehicle Indemnity form (sample enclosed) must always be completed by the Service
          customer before the keys are given to the customer. This includes Sales vehicles when
          loaned to Service customers.

d)        Customers must always be accompanied by an employee of the Company on any Test drive.
          Vehicles should only be driven on the branch approved test drive route.

12.       Mobile Phones

a)        The Company may provide you with a mobile phone to be used for business calls only.

b)        If you use the mobile phone for private telephone calls the Company will deduct the cost of
          these calls from your next due salary.

c)        In the event of the mobile phone being misplaced for any reason you should notify your
          Department Manager/Head Office immediately. You should take all reasonable steps to
          report the matter so that steps can be taken to disconnect the mobile phone immediately.

d)        You will return the mobile phone to the Company immediately if you are requested to do so
          or immediately upon your termination of your employment.

e)        The mobile phone must not be used under any circumstances whilst you are driving any
          vehicle (refer to Company Driving Excess Scheme attached).

f)        In the event of you misplacing or damaging your mobile phone, the Company will pay for a
          replacement on the first occasion within the first year. On the second occasion you will pay
          fifty per cent of the cost; any further occasions, will be paid for by you for the full cost of the
          replacement to the same specification.

13.       Laptop Computers

a)        The Company may provide you with a laptop computer for business use only.


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b)        In the event of the laptop computer being lost, stolen or damaged for any reason you should
          notify your Department Manager/Head Office immediately by taking all reasonable steps,
          including reporting a theft to the Police and obtaining a crime reference number.

c)        You will return the laptop computer to the Company immediately if you are requested to do
          so or immediately upon the termination of your employment.

d)        In the event of the loss or damage of the laptop computer as a result of undue care and
          attention, you will be charged the Company’s full insurance excess.

14.       Company Credit Card

          This must only be used for the business purpose(s) for which it has been issued and must only
          be used by the cardholder. There may be exceptional circumstances when the company credit
          card will need to be used by an employee for business use; this must only be done with prior
          approval of the card holder and details of the transaction passed to Head Office.

15.       Security

a)        It is the responsibility of all employees to take due care and attention of the Company’s
          property to reduce the risk of any potential loss, eg keys kept secure; keys not left in vehicles;
          buildings, vehicles and sites secured, alarms and CCTV set at the close of business etc.

b)        Any damage, loss or any risk to security should be reported immediately to your Department
          Manager who will inform Head Office immediately.

16.       Telephone Calls, Internet Use and e-Mails

a)        Personal telephone calls must not be made from the Company’s telephone system without the
          prior authorisation of your Department Manager for each call. Any employee found to be
          making personal telephone calls will be charged for these calls.

b)       The internet and e-mail system is primarily for business use (refer to Computer Policy
         attached).

17.       Staff Purchases

          Any employee wishing to purchase a vehicle from the company (new or used), must have the
          deal approved by a Director of the Company.

18.       Administration systems

a)        Administration systems must be followed by all employees as defined by Group Accounts and
          your Department Manager.

b)        All monies must be banked via the Company’s normal banking procedure on a daily basis;
          any discrepancies must be notified to your Department Manager and Group Accounts
          immediately.



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c)        Personal cheques may only be cashed through the Company in extreme cases and only when
          authorised and countersigned on the reverse by your Department Manager. Personal Switch
          or credit cards may not be used under any circumstances to obtain cash.

d)        Goods for personal use must not be ordered via the Company’s systems or in the Company’s
          name under any circumstances.

19.       Benefits in Kind

          Any incentives or rewards or notifications of such received by employees must be surrendered
          to the Directors of the Company upon receipt. A full explanation of this is given in the memo
          titled “Benefits in Kind” (copy enclosed).

20.       Training Fees & Expenses

          In the event of your employment being terminated by yourself or the company within 12
          months of you attending a training course, any costs incurred by the company will become
          payable in full and will be deducted from your final salary; any shortfall will be payable
          forthwith.

21.       Group Personal Pension Scheme

          The Company presently operates a Group Personal Pension Scheme which is held with
          Clerical Medical, the administration of which is done by the Company and our appointed
          brokers.

          Member contributions are paid by deduction from the member’s monthly salary. The
          Company pays its contribution and the member’s contribution monthly direct to Clerical
          Medical.

          Employees with one year’s service at the anniversary date of 1 November may be invited by
          the Directors of the Company to join the scheme. The policy is applicable to employees up to
          the age of 65 years.

          All employees are eligible to join the company Stakeholder Scheme on commencement of
          employment. Should you be interested in joining this scheme please telephone Standard
          Life’s dedicated telephone number 0845 60 60 087 to request information or a Stakeholder
          Joining Pack, quoting our Scheme Reference No. J76335.

22.       Death in Service Scheme

          Employees with one year’s service at the anniversary date of 6 April will be included in the
          above scheme up to the age of 65 years. The scheme will pay 2.2 x the employee’s basic
          salary in the event of death in service.

23.       Dress Code & Conduct

          Employees must wear their uniform where provided. All employees are expected to dress
          smartly and maintain good hygiene. Abusive language or behaviour, bullying or harassment
          of any kind is not accepted.
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                                           BOLTON CAR CENTRE LIMITED


                                                      BCC GROUP

                                DISCIPLINE AND GRIEVANCE PROCEDURES

1.1       Grievance procedure

1.1       If you have any grievance relating to your employment you should raise the matter initially
          with your Department Manager. You may be required to put any such grievance in writing.

1.2       Having enquired into your grievance your Department Manager will discuss it with you and
          will then notify you of his/her decision or inform you that the matter has been refused.

1.3       If you are dissatisfied with the decision of your Department Manager you can request that the
          matter be referred to Senior Management.

1.4       If you believe that you are being sexually or racially harassed or the victim of some other
          form of harassment or unlawful discrimination, you should report to your Department
          Manager who will investigate and resolve the matter quickly and in confidence.

1.5       When stating grievances you are entitled to be accompanied by a fellow employee. If this is
          impracticable, upon a written request, consent may be given for a person outside the
          Company to accompany you but this does not include legal representation.

2.        Disciplinary procedure

2.1       The purpose of the disciplinary procedure is to ensure that the Company behaves fairly
          towards all employees in investigating and dealing with alleged instances of unacceptable
          conduct or performance. Accordingly, the Company reserves the right to depart from the
          precise requirements of the Company’s disciplinary procedure specified below where it is
          expedient to do so and where the resulting treatment of the employee is no less fair.

2.2       All cases of disciplinary action under this procedure will be recorded and placed in the
          Company’s records. A copy of the relevant records will be supplied at your request.

          The period for which the records are kept, subject to satisfactory conduct and performance, is
          as follows:-

                                                   Oral warning            6 months
                                                   First written warning   12 months
                                                   Final written warning   12 months




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2.3       Offences under the Company’s disciplinary procedure fall into four categories, namely:

                                         Misconduct
                                         Gross misconduct
                                         Incapability
                                         Unsatisfactory sickness record

2.4       The following steps will be taken, as appropriate, in all cases of disciplinary action:

          2.4.1 Investigation:

                    No action will be taken before a proper investigation has been undertaken by the
                    Company relating to the circumstances of the matter complained of. If appropriate,
                    the Company may by written notice suspend you for a specified period during which
                    time such an investigation will be undertaken. If you are so suspended your contract
                    of employment will be deemed to continue together with all rights under your contract
                    including the payment of salary, but during the period of suspension you will not be
                    entitled to access to any of the Company’s premises except with the prior consent of
                    the Company and subject to such conditions as the Company may impose. The
                    decision to suspend you will be notified to you by Head Office and confirmed in
                    writing.

          2.4.2 Disciplinary hearings:

                    If your Department Manager decides to hold a disciplinary hearing relating to the
                    matter complained of, you will be given details of the complaint against you at least
                    three working days before any such disciplinary hearing.

                    You are entitled to be accompanied by a fellow employee. If this is impracticable,
                    upon a written request, consent may be given for a person outside the Company to
                    accompany you but this does not include legal representation.

                    No disciplinary penalty will be imposed without a disciplinary hearing.

          2.4.3 Appeals:

                    You have a right of appeal at any stage of the disciplinary procedures to the Company.
                    You should inform Human Resources at Head Office in writing of your wish to appeal
                    within five working days of the date of the decision which forms the subject of your
                    appeal.

                    The Company will conduct an appeal hearing as soon as possible thereafter at which
                    you will be given an opportunity to state your case.

                    You are entitled to be accompanied by a fellow employee. If this is impracticable,
                    upon a written request, consent may be given for a person outside the Company to
                    accompany you but this does not include legal representation. The decision of the
                    Company will be notified to you in writing and will be final and binding.



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2.5       Misconduct

          2.5.1 The following offences are examples of misconduct:

                    -         Bad time-keeping
                    -         Unauthorised absence
                    -         Minor damage to Company property
                    -         Minor breach of Company rules
                    -         Failure to observe Company procedures
                    -         Refusal to carry out duties or reasonable instructions
                    -         Abusive behaviour
                    -         Sexual or racial harassment

                    These offences are not exclusive or exhaustive and offences of a similar
                    nature will be dealt with under this procedure.

          2.5.2 The following procedure will apply in cases of alleged misconduct:

                    First Warning:

                    This will be given by your Department Manager and may be oral or written according
                    to the circumstances. In either event, you will be advised that the warning constitutes
                    the first formal stage of this procedure. If the warning is verbal, a note that such a
                    warning has been given will be placed in the Company’s records.

                    Final Warning:

                    This will be given by your Department Manager and confirmed to you in writing.
                    This warning will state that if you commit further offence of misconduct during the
                    period specified in it, your employment will be terminated.

                    Dismissal:

                    The decision to dismiss you will only be taken by a Director of the Company and will
                    be notified to you in writing.

                    Disciplinary actions include:-

                    (a) Dismissal
                    (b) Action other than dismissal, including the following:

                       - withdrawal of privileges
                       - freezing of, or reduction in, salary or deferment of increment
                       - suspension of pay
                       - placement on special probationary period
                       - demotion
                    Disciplinary actions, other than dismissal, may be taken by a Department Manager but
                    only after consultations with a Director of the Company.



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2.6       Gross Misconduct

          2.6.1 The following offences are examples of gross misconduct:

                    -         Theft or unauthorised possession of any property or facilities belonging to the
                              Company or any employee.
                    -         Serious damage to Company property;
                    -         Causing risk to other persons in respect of their health and safety;
                    -         Falsification, concealment or distortion of management information, including
                              Company reports, accounts, expense claims or self certification forms;
                    -         Wilful disobedience to carry out duties or reasonable instructions;
                    -         Intoxication by reason of drink or drugs;
                    -         Consuming alcohol during hours of work;
                    -         Having illegal drugs in your possession, custody or control on the Company’s
                              premises;
                    -         Serious breach of the Company’s rules;
                    -         Violent , dangerous or intimidatory conduct;
                    -         Sexual, racial or other harassment of a fellow employee;
                    -         Conduct prejudicial to the interest of the Company;
                    -         Where there are reasonable grounds for believing that there has taken place a
                              civil or criminal offence which in the opinion of the Directors makes the
                              individual unsuitable for his or her work or unacceptable to other employees;
                    -         The repetition after due warning of other less serious offences, examples of
                              which are listed in 2.5.1;
                    -         Disqualification from driving should this impede the terms of employment;

                    These offences are not exclusive or exhaustive and offences of a similar nature will be
                    dealt with under this procedure.

            2.6.2 Gross misconduct will result in immediate dismissal without notice or pay in lieu of
                  notice. The decision to dismiss you will only be taken by a Director of the Company
                  and will be notified to you in writing.

2.7         Incapability

            2.7.1 The following are examples of incapability:

                    -         Failure to keep to targets;
                    -         Poor Performance;
                    -         Incompetence;
                    -         Unsuitability;
                    -         Lack of application;

                    These examples are not exhaustive or exclusive and instances of a similar nature will
                    be dealt with under this procedure.




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            2.7.1 Continued…/

                    The following procedure will apply in cases of incapability:

                    First Warning:

                    This will be given by your Department Manager and will be confirmed to you in
                    writing. This warning will specify the improvement required and will state that your
                    work will be reviewed at the end of a stated period after the date of the warning.

                    Final Warning:

                    This will be given by your Department Manager and confirmed to you in writing.
                    This warning will state that unless your work improves within a stated period after the
                    date of the warning your employment will be terminated.

                    Dismissal:

                    The decision to dismiss you will only be taken by a Director of the Company and will
                    be notified to you in writing.

2.8         Unsatisfactory sickness record

            2.8.1 The following are examples of unsatisfactory attendance:

                           -   long term absence due to injury or sickness;
                           -   frequent short-term absence due to minor ailments

            2.8.2 In appropriate circumstances, the Company may request you to be examined by an
                  independent medical practitioner of its choosing. In this event, you agree to co-
                  operate with such a request and to permit the medical practitioner to discuss with the
                  Company the findings of his examination and his prognosis for your future recovery.
                  The findings of the medical practitioner will be taken into account when the Company
                  considers the kind of action, if any, which will be taken against you in respect of your
                  absence from work.

            2.8.3 If appropriate, after such examination/interview, you may be given a first warning by
                  the Company which will be confirmed to you in writing. This warning will specify a
                  period, the length of which (usually between 1 and 6 months) will depend upon your
                  particular health or welfare difficulties:

                    (i)        over which your attendance will be monitored by the Company and a specified
                               measure of improvement will be required of you; or

                    (ii)       at the end of which you will be expected to have returned to work.

          2.8.4 If appropriate at the end of such period, you may be requested to undergo another
                examination and/or interview the results of which the Company will take into account
                when it considered the kind of action, if any, which it is appropriate to take.


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          2.8.5 Such action may include:

                    (i)       the removal or reduction in your entitlement to holidays; and/or

                    (ii)      the issue of a final warning by the Company which will be confirmed to you in
                              writing and will specify a further period over which your attendance will be
                              monitored and level of improvement expected of your during such period.
                              This warning will state that failure to show the necessary improvement within
                              the specified period will result in your dismissal; or

                    (iii)     your dismissal on notice if the Company concludes following your medical
                              examination that you are not likely to be fit to return to work in the foreseeable
                              future and that, in all circumstances, the needs of the Company render it
                              impracticable to await further your return to health or fitness.

                    (iv)      The decision to dismiss you will only be taken by a Director of the Company
                              and will be notified to you in writing.

                    (v)       Subject to satisfactory performance and conduct any warnings under these
                              procedures will be removed from the Company’s records after two years.




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                                                      BCC GROUP
                                               DISCIPLINARY NOTICE

              Branch Name & Address                                               Tick as appropriate
                                                                       Verbal warning        
                                                                       Written warning       
                                                                       Final written warning 

To ……………………………..                                             Date…………………………… Time ………………
Place …………………………..                                           Given By ……………………………………………..
In the presence of ……………………………………………………………………..........................
DETAILS OF WARNING
..…………………………………………………………………………………………..……………
…………………………………………………………………………………………………………
…………………………………………………………………………………………………………
…………………………………………………………………………………………………………
EMPLOYEES EXPLANATION
…………………………………………………………………………………………………………
…………………………………………………………………………………………………………
…………………………………………………………………………………………………………
…………………………………………………………………………………………………………
…………………………………………………………………………………………………………

The employee has been informed of:

a)        The employee is entitled to be accompanied by a fellow employee. If this is impracticable, upon a written
          request, consent may be given for a person outside the Company to accompany him/her but this does not
          include legal representation

b)        The right to appeal in accordance with the Company’s Appeal Procedure against any warning, other than
          verbal. (Appeals in the first instance go to Jan Tye at Head Office)
          Subject to satisfactory conduct and performance, records will be kept on file as follows:-
          Verbal warning will remain on the Human Resources file for six months
          First written warning will remain on the Human Resources file for twelve months
          Final written warning will remain on the Human Resources file for twelve months



Signed by Receiving Employee:                                ……………………………………………
Signed by Manager / Supervisor issuing:                      ……………………………………………

This form to be forwarded to Jan Tye at Head Office for Personnel file.
BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                                        - 17 -
                                       BOLTON CAR CENTRE LTD


                                                   BCC GROUP

                                   HEALTH & SAFETY AT WORK ACT (1974)


                        STATEMENT OF HEALTH AND SAFETY POLICY

Bolton Car Centre Ltd hereafter known as the BCC Group wishes to express its commitment to
Health, Safety & Welfare at work.

Our aim is to safeguard, so far as reasonably practicable, the health, safety and welfare of the people
who work for the BCC Group and any persons whom have reason to come onto our premises.

                                              OUR GENERAL AIMS ARE: -

1.        To ensure all employees within the BCC Group are familiar with our safety policy, and can
          obtain a copy to read. Any queries to be raised with your Department Manager.

2.        To provide a clean and safe working environment with clear access thereto.

3.        To ensure all plant and machinery is in safe working order and is maintained in this condition
          by means of preventive maintenance.

4.        To ensure our employees know the safe operational procedures with regards to equipment
          they will use whilst carrying out their work.

5.        To ensure our employees wear the necessary protective safety clothing and equipment, to
          allow work to be carried safely.

6.        To provide the relevant health and safety information regarding hazardous materials
          employees may come into contact with in the course of their work.

7.        To provide adequate washroom facilities.




BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                          - 18 -
                                       BOLTON CAR CENTRE LTD

                                                      BCC GROUP
                                   HEALTH & SAFETY AT WORK ACT (1974)



     To implement this policy the BCC Group will, as far as is reasonably practicable:-


1.        Put into practice the HS QAR (Health & Safety Quality Action Report) system where
          employees can report dangerous machinery or operating systems. The BCC Group will
          follow up any reports and will ensure the correct action is taken.

2.        Ensure any unsafe equipment is not used until it has been made safe.

3.        Ensure employees get the training required to use new plant and equipment safely.

4.        Ensure that all plant and equipment is maintained and serviced as per manufacturer’s
          recommendations (preventive maintenance).

5.        Ensure that all BCC Group employees know about our fire policy, and to maintain the correct
          level of fire fighting equipment, holding regular fire drills and ensure that fire exists are
          marked, unlocked and free from obstruction.

6.        To maintain the system of accident reporting and to ensure all safety related incidents are
          recorded. Any injuries requiring hospital treatment will be recorded on the correct legal
          forms as set down by the Health & Safety at Work Act 1974. Further to this any injury or
          dangerous occurrence (as set down in R.I.D.D.O.R. 1985) will be reported in writing to the
          enforcing authority.

7.        Insist on employees wearing protective clothing where necessary.

8.        Set out the company's guidelines regarding Health & Safety at Work. The company will
          enforce these guidelines with disciplinary action should any employee neglect them.

9.        Ensure all managers know how important their role is in maintaining Health & Safety at
          Work and what their duties are.

10.       Ensure safe storage of materials and equipment. Also to use specialist firms in the removal of
          hazardous materials from our sites.




BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                            - 19 -
                                       BOLTON CAR CENTRE LTD

                                                      BCC GROUP
                                   HEALTH & SAFETY AT WORK ACT (1974)

HEALTH & SAFETY GUIDELINES AND COMPANY POLICY
1.        Employees must co-operate with management on all Health & Safety matters.

2.        Employees have a duty to maintain a clean, tidy and safe working area ie:-
          Ensure spillage’s are cleaned up and dried.
          Ensure waste bins do not overflow and that any overflowing rubbish is swept up (fire risk).
          Ensure waste food is not left in or around refreshment areas but placed in the waste bins
          provided.
          Ensure disregarded parts are disposed of correctly.

3.        Employees must report any dangerous equipment or operations to his/her Manager in writing.

          In the event of an employee failing to receive feedback within a reasonable and practicable
          period, the employee should report this to Head Office in writing.

          The BCC Group will follow up any reports and ensure the correct action is taken.

4.        Employees must take Health & Safety and Welfare into consideration when using dangerous
          or hazardous equipment or materials ie:-

          Fuel must only be stored or carried in correct, labelled containers.
          Vehicles being driven in or around the workshop must be done so below walking pace.
          The moving of vehicles manually must be done by a minimum of three people, one of whom
          must be inside the vehicle controlling it.

5.        Movement around the premises must be done at walking pace only, running causes risk of
          slipping and collision with colleagues and customers.

6.        Employees have a duty not to overload equipment ie:-

          Do not try to lift a load of 1500kg on a lift with a SWL (Safe Working Load) of 1000kg.


                                                                                        Continued ……




BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                           - 20 -
             HEALTH & SAFETY GUIDELINES AND COMPANY POLICY

6.        Continued …../

          If employees are unsure of the SWL of any equipment they must check with their Manager,
          who in turn must locate the information before the equipment is used again and record the
          SWL on the equipment

7.        The Company operates a no smoking policy throughout its premises and vehicles.

8.        Employees must ensure that all walkways, staircases and access doorways are kept clear at all
          times.

The co-operation of all employees is vital to the success of our Health and Safety Policy.




                                                   ………………………….…
                                                   Director




BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                           - 21 -
                                       BOLTON CAR CENTRE LTD

                                                      BCC GROUP

                                   HEALTH & SAFETY AT WORK ACT (1974)



                                                 BRANCH INFORMATION

Please refer to the laminated notices located in your showroom for details of:-


                                         Emergency Evacuation Points
                                         First Aid Officer(s)
                                         Fire Marshall(s)

                                         Location of:        First Aid Box
                                                             Accident Book



   Action to be taken in the event of an accident on the company's premises:-

   1.        A First Aid Officer must be contacted to administer First Aid without delay if treatment is
             required.

   2.        In the event of any treatment being required or incidents reported, the First Aid Officer
             must be informed at the earliest opportunity.

   3.        An Accident Report Form (First Aid Book) to be completed without delay by the First
             Aid Officer administering the treatment and sent to Human Resources at Head Office
             immediately.

   4.        Dangerous incidents to be reported by the Franchise Manager to Head Office without
             delay in order to complete and submit the appropriate reports as required.




BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                            - 22 -
                                                             BCC GROUP
              Computer Policy including e-mail, internet and Dealer Management System (KBA)

After reading this policy, sign and return it to Margaret Woodburn at Bolton Accounts. After 30 days, you
will be deemed to have read, understood and be following the guidelines outlined below.

The following disclaimer will be added to the bottom of BCC Group e-mails:
“Warning: For Terms and Conditions regarding this communication media, please visit
http://www.bccgroup.co.uk/emailtermsandconditions.html”.

General Rules

    The e-mail system is primarily for business use. Occasional and reasonable personal use is permitted
     providing this does not interfere with work duties.
    Keep all user names and passwords secure. Using someone else’s password is strictly forbidden.
     Your password dictates the level of access you have to the system and specifically the location to
     which you are assigned.
    If you feel that your user name and password may already be known to another member of staff,
     contact Sonia Russell at Bolton Accounts immediately so that a new password can be set up for you
     on the system.
    If anyone requests your user name and password, report this directly to Max Croft or Sonia Russell
     immediately.
    Do not create excessive amounts of mail, eg sending the latest funny picture to 10 of your friends.
    Do not access the internet for purposes other than work; responsibility for using the internet during
     your lunch break is at the discretion of your Manager.
    Do not view, visit or download any material from any website containing sexual or illegal material or
     material that is offensive in anyway whatsoever.
    Do not download any ‘free’ or ‘paid for’ third party software; this includes toolbars (eg Yahoo,
     Google etc), screensavers, games, P2P programs (eg Limewire, Kazaa etc), anti-virus, spyware
     utilities (eg Spybot etc)
    Do not subscribe to any bulletin boards, newsgroups (eg Sky) or internet services of any kind without
     prior approval from the IT Department.
    Do not download any software, work related or otherwise without prior approval from the IT
     Department.
    Anything not described in this list of general rules that you are unsure of will be deemed ‘offensive
     material’ until cleared by the IT Department.

The BCC Group is committed to a safe and friendly internet environment. Failure to comply with
any of the above general rules will be deemed as gross misconduct and will ultimately lead to instant
dismissal; the Directors decision is final.

Please make sure you have read this document carefully and in full; if you are unsure of anything in this
policy, please contact the IT Department.

I have read and fully understand the company’s Computer Policy and agree to abide by its rules.

Signature: ……………………………………                                           Print Name:   ………………………………

Date: ……………………………………….                                              Branch:       ………………………………

       BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                         23
                                        Bolton Car Centre Ltd

                                        Employment Application Form
CONFIDENTIAL
Personal information
Surname: Mr/Mrs/Miss/Ms                                              Forename(s):




Home Address:                                                        Home/Mobile Tel No:

                                                                     Work Tel No:

                                                                     e-mail address:
Post Code:
The Company’s normal retirement age is 65.                           National Insurance No:

Are you over the normal retirement age or within 6                   Do you require a work permit to take up this
months of reaching it?              YES/NO                           appointment?                 YES/NO


Do you possess a full current driving licence and are not currently disqualified from driving?

YES/NO
Please provide a copy if application successful

Do you have a medical condition which the company should be aware of?                            YES/NO
If yes, please provide brief details:
……………………………………………………………………………………………………………………..…
DISABILITY
The Disability Discrimination Act 1995 defines a disabled person as one who has a physical or mental
impairment which has a substantial and long term adverse effect on his/her abilities to carry out normal
day to day activities. Do you have a disability?           YES/NO

A health problem or disability does not prevent full consideration for the job.

Do you have a friend/relative employed by the BCC Motor Group? YES/NO


Have you been employed by BCC Motor Group previously?                               YES/NO
If yes give details:


Have you been charged with, cautioned or summonsed for any criminal offence?                            YES/NO
If yes, state when and where; give the result of any such accusation:




BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                                       24
Educational information
School/College/University                 From        To             Subject                 Qualifications and grades




Employment information
Present Employment
Employer’s Name and address:                                                    Date started:
                                                                                Job Title:
                                                                                Notice Required:
                                                                                Salary:

Previous Employment
Job Title:                              Employer:                              From / To:               Reason for leaving:




BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                                            25
References
Please give below, the details of two people from whom we can obtain references, at lease one of
whom should be your present or most recent employer. Friends and relatives are not acceptable.
(1)   Employer?      YES/NO                         (2)   Employer?             YES/NO
Name:                                                                Name:
Position:                                                            Position:
Tel. no:                                                             Tel. no:
Address:                                                             Address:


Post Code                                                            Post Code

DATA PROTECTION ACT 1998
In accordance with the Data Protection Act 1998, the details provided with this application form, will
only be sued for selection and interview procedures, and for employment records if the application is
successful. It will only be given to third parties where it is legal to do so.

DECLARATION

I declare that to the best of my knowledge and belief, the details given in this form are correct. I
understand that any proven falsification or concealment of any material fact may result in any offer of
employment being withdrawn by Bolton Car Centre Ltd; if employment has already commenced it will
result in disciplinary action and dismissal.


Signature …………………………………………………….. Date ………………………………………….


Interviewer's comments:




Interviewer (print name)…………………………………… Interviewer's signature……………………………
Date of interview:               ……………………………………



For Office Use Only:
Branch:                                    Job Title:
Start date:                                Hours of work:
Send completed form to HR Officer, Head Office, Bolton for references and letter of employment

BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                         26
                                                                                                  Issue date: January 2005
                                  This section to be completed by the employee
NAME                                       Mr/Mrs/Miss/Ms    ………………………………………………..
                                           Forename(s)       ………………………………………………..
                                           Surname           ………………………………………………..
FULL POSTAL HOME ADDRESS
POST CODE
HOME TELEPHONE NO.

MARITAL STATUS

NATIONAL INSURANCE NO.

DATE OF BIRTH

DATE COMMENCED

JOB TITLE

LOCATION (BRANCH)

NAME OF BANK

ADDRESS OF BANK

ACCOUNT NO.

BANK SORT CODE

EMERGENCY CONTACT/                               Name:
NEXT OF KIN
                                                 Address:

                                                 Tel. no:
                                        This section to be completed by the employer

HOURS OF WORK:                                   MON        TUE         WED   THU   FRI   SAT    SUN      Lunch (½ hr or
(Specify per day eg 8.45am –5.15pm)                                                                       1 hr)
TOTAL HOURS =
RATE OF PAY                                      £
ENCLOSE THE FOLLOWING:                                                                          Check 
1.    APPLICATION FORM                                                               1.   …………………………………
2.    P45*                                                                           2.   …………………………………
3.    COPY OF CURRENT DRIVING LICENCE*                                               3.   …………………………………
4.    INSURANCE EXCESS DECLARATION SIGNED*                                           4.   …………………………………
5.    BENEFITS IN KIND MEMO                                                          5.   ………………………….……..
CONFIRMED BY:
SIGNATURE
                                                 ………………………………………………….……………………..
NAME
                                                 ………………………………………………….……………………..
POSITION
DATED:
                                                 ………………………………………………….……………………..

       When completed, this form and above enclosures*, should be returned to Wages Department at
       Bury as soon as possible to avoid any delay in the payment of wages.

       BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                                   27
                                                     BCC GROUP
                                      COMPANY DRIVING EXCESS SCHEME


Careful ‘defensive’ driving prevents almost all accidents. The company is happy to provide
insurance cover and has chosen to pay the first £2500 of any claim.


Should you drive a company vehicle that suffers damage or is in an accident and we are unable to
prove the other driver is solely to blame; you will be required to contribute the first £250 per
incident. This would be charged by deducting £50 per month from your salary. If the company
subsequently recovers an excess which has been charged to you, the company will of course
reimburse it to you forthwith.


The exception to this is if you are involved in an accident and you have committed a driving
offence. In this event, you will be charged the full insurance excess which is currently £2500. This
would be charged by deducting £500 per month from your salary.


In the event of your employment being terminated by yourself or the company, the balance of any
excess(es) will become payable in full and will be deducted from your final salary; any shortfall
will be payable forthwith.


A copy of:
          (a) your current driving licence including the section declaring any
                disqualifications/penalties and
          (b) statement of particulars
must be forwarded immediately to Jan Tye at Head Office, Bury.



Signed              ………………………………………….


Print name          ………………………………………….


Date:               ………………………………………….


Witnessed           ………………………………………….
BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                           28
                                          PRIVATE & CONFIDENTIAL

                                      STATEMENT OF PARTICULARS


1.        Have you been disqualified from driving in the last 10 years? YES/NO
          If yes, give details:
          …………………………………………………………………………………………………
          …………………………………………………………………………………………………
          ………………………………………………………………...............................................
          …………………………………………………………………………………………………


2.        Do you have defective vision or hearing, or suffered at any time from diabetes, fits,
          heart complaint or other diseases or infirmity? YES/NO
          If yes, give details:
          …………………………………………………………………………………………………
          …………………………………………………………………………………………………
          …………………………………………………………………………………………………
          ………………………………………………………


3.        Have you been involved in an accident or loss in the last 3 years other than those
          resulting in a claim under this policy?                    YES/NO
          If yes, give details:
          …………………………………………………………………………………………………
          …………………………………………………………………………………………………
          …………………………………………………………………………………………………
          ………………………………………………………


Signed:             ……………………………….                                         Date: …………………………………


Name: (print) ……………………………….                                               Branch: ……………………………….




BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                       29
                                                     BCC GROUP
                                                MEMORANDUM

To:                 All Staff

From:               The Directors

Re:                 BENEFITS IN KIND


It has been BCC Company policy that any financial incentive or reward of any nature (including
incentive trips) received by a member of staff from an outside person or organisation must be
declared and surrendered upon receipt to the Directors.

This is not to say that the member of staff will not ultimately benefit from the incentive or reward,
but it enables the company to not only ensure that the distribution is both fair and equitable but
more importantly it ensures that the company takes the correct action in respect of personal tax
legislation.

The declaration of incentives has previously caused concerns amongst employees. All information
regarding vouchers and other benefits should be forwarded to the Wages Department at Head
Office.

Failure to comply with this policy will be treated by the company as gross misconduct and
appropriate disciplinary action will be taken against the individual concerned.

Should you not understand the contents of this memo, please contact your Manager immediately.



I have read and understand the contents of the above memo regarding “Benefits in Kind”.


………………………….                                                          ………………………………
Signature                                                            Name (print)


………………………….                                                          ……………………………….
Date                                                                 Branch




BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                          30
                                                               BCC GROUP
                                                        INDUCTION CHECKLIST

New employee name:                                                                                Issue date: October 2005
Job Title:
Department:                                           Start date:
                                               GENERAL                                                 Initials         Date
                                                                                                  Employee   Employer

Tour of Dealership – Including introduction to staff members
Dealership Management Structure / immediate superior
Dealership Smoking Policy
General security (including vehicle keys)
Hours of employment / Holiday entitlement
Dress Code / General conduct / Language / Staff dining
Confidentiality
Sexual innuendo & harassment
Compassionate leave
Disciplinary / Grievance procedures / Sickness procedure
Salary / hourly rate / bonus / commission
Policies & Procedures Handbook viewed on-line at www.bccgroup.info
                                        FSA REGULATION                                                 Initials         Date
                                                                                                  Employee   Employer

Sales Process
Training & Competence by current Training Provider
                          QUALITY SYSTEM REQUIREMENTS                                                  Initials         Date
                                                                                                  Employee   Employer
Quality Policy Statement reviewed & copy issued
Quality System awareness / Quality Objectives
Quality System requirements in relation to job
Responsibilities within the organization
Completion of documentation relevant to job
Completion of Quality Action Reports / handling customer complaints/FSA Regulations
Complete individual Training Summary Record
                                COMPANY VEHICLE POLICY                                                 Initials         Date
Driver eligibility
Supply of copies of driving licence(s) (including partner)
Vehicle accident procedure
Fuel issue and allowance
General vehicle upkeep and cleanliness
Smoking policy
Expected driving standards
Vehicle security
                                       HEALTH & SAFETY                                                 Initials         Date
Basic training to support Health & Safety System viewed on-line at www.bccgroup.info)
Fire procedures – including fire exits, site for fire extinguishers, which extinguisher to use,
the role of Fire Marshals and staff assembly point
Location of First Aid Kit / Name of First Aider
                                             TELEPHONE                                                 Initials         Date
Operation of telephone system including call transfer
Telephone manner (answering a call) / Policy on personal calls

       BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                                    31
                                                       BCC GROUP

                                            STAKEHOLDER PENSION




To encourage our employees to save for their retirement, the company has a Standard

Life Stakeholder Pension Scheme which all employees are invited to join.



Should you be interested in joining this scheme please telephone Standard Life’s

dedicated telephone number 0845 60 60 087 to request information or a Stakeholder

Joining Pack, quoting our Scheme Reference No. J76335.




Jan Tye
Human Resources                                                            May 2004




BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                 32
                                                                                       BCC GROUP

                                                                                 WEEKLY TIME SHEET
          Branch:             …………………………………………………..                                            Week ending:        ………………………………………

      To complete this form enter the number of hours attended each day (not a ). Use the following key: H – holiday   S – sick       T – training
      The completed form to be sent to Margaret Woodburn in Payroll each Tuesday for the previous week.

     NAME                                                MONDAY      TUESDAY    WEDNESDAY     THURSDAY    FRIDAY   SATURDAY   SUNDAY     NORMAL       OVERTIME




     Manager’s Signature                                                       Manager’s Comments:



BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                                   33
                                                    BCC GROUP



                                HOLIDAY REQUISITION FORM



Employee name:                                     ………………………………………………………


Date from:                                         ………………………………………………………


Date to:                                           ………………………………………………………


Total no. of days                                  ………………………………………………………


Signed:                                            ………………………………………………………


Date:                                              ………………………………………………………




Authorised by: (print name)                        ………………………………………………………


Signature:                                         ………………………………………………………


Date:                                              ………………………………………………………




Please forward this form to Head Office as soon as it has been authorised by your Manager.




BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                      34
                                                      BCC GROUP


                                        CHANGE OF PERSONAL DETAILS




Employee name:                           …………………………………………………………..



Gross Pay:                               £…………………….(delete as appropriate) per week/month/annum


Hours:                                   …………………………………………………………..



Branch:                                  …………………………………………………………..



Job Title:                               …………………………………………………………..



Effective from:                          …………………………………………………………..




Manager’s signature:                     …………………………………………………………..


Date:                                    …………………………………………………………..




When completed, send this form to Wages Department at Head Office as soon as possible.




BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                        35
                                 BOLTON CAR CENTRE LIMITED

                  BCC Group Courtesy Vehicle Indemnity Sheet
       Date/Time out ____________________                               Date/Time in ____________________

                                                 Courtesy Vehicle Details

      Reg no. _________________________                                 Colour __________________________

      Make       _________________________                              Model __________________________

                                                      Borrowers Details

       Name          _________________________________________________________

       Address _________________________________________________________

       _________________________________________________________________

       _________________________________________________________________

       Post Code           ______________________ Tel No.                              _______________________

                                                      User’s Declaration
In accepting the vehicle described above I acknowledge it is the property of the BCC Group Ltd and that it is provided to me on a loan
only basis, subject to the following conditions :-

a)        I will return the above vehicle on or before the date stated above or on the date as may be specified to me by written notice.

b)        I agree to keep and maintain the vehicle, at my own expense, in good condition and repair throughout the period it is in my
          custody or control. I will be responsible for any damage caused to the vehicle by the failure to observe and check at regular
          intervals the level of oil and other lubricants, water, antifreeze, tyres etc…

c)        I accept that I am responsible for any puncture repairs or tyres, should I run on a flat and damage the tyre.

d)        The vehicle will only be driven by me, the vehicle will only be used for social, domestic and pleasure purposes or for my own
          personal business needs.

e)        I accept responsibility as owner of the vehicle in respect of parking fines, and any offence that contravenes the Road Traffic
          Act 1984, I also have a current and valid driving licence to drive this vehicle.



In the event of an accident, Bolton Car Centre Ltd will charge the undersigned, an excess in the sum of
£500.00 on your service invoice. For only £10.00 including VAT (charged on your service invoice) Bolton Car
Centre Ltd, will cover you “fully comp” and will take care of any excess.

         *** I WILL/WILL NOT PAY £10.00 TO WAIVER THE £500 EXCESS (delete as appropriate)***

     I HAVE READ AND FULLY UNDERSTOOD THE ABOVE TERMS AND CONDITIONS OF LOAN AND
                               WILL ABIDE BY THEM IN FULL.


              Signed      ___________________________________ Date                            ___________________

BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                                                          36
                                                                            BCC GROUP
                                                                         SALES VEHICLE LOG
        Branch              …………………………………                                                                   Week ending                         ………………………………

THIS FORM IS TO BE HELD ON FILE AT YOUR BRANCH FOR THREE YEARS FOR INSURANCE OR POLICE REFERENCE
  Reg No.      Model     Customer Name and   Date & Time  Customer Date & Time   Customer   BCC Employee
                               address          OUT       Signature     IN       Signature
                                                            OUT                      IN




  NB      Sales Managers - It is your duty (and that of your appointed deputy in your absence) to ensure that all vehicles are logged in and out with the time and date and return the
          form without delay as above.
tablesl/veh.log/nov98




BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                                           37
                                                                           BCC GROUP
                                                                       SERVICE VEHICLE LOG
Branch                                                                            Week ending                         ………………………………

THIS FORM IS TO BE HELD ON FILE AT YOUR BRANCH FOR THREE YEARS FOR INSURANCE OR POLICE REFERENCE
 Reg No.   Model    Customer Name   Date & Time  Customer  Date & Time Mileage of Customer  BCC Employee
                      and address      OUT       Signature      IN     vehicle on Signature
                                                   OUT                   return      IN




NB        Service Managers - It is your duty (and that of your appointed deputy in your absence) to ensure that all vehicles are logged in and out with the time and date and return the
          form without delay as above.
tablesl/veh.log/nov98




BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                                           38
                                                                            BCC GROUP
                                                                         PARTS VEHICLE LOG
        Branch              …………………………………                                                                  Week ending                          ………………………………

THIS FORM IS TO BE HELD ON FILE AT YOUR BRANCH FOR THREE YEARS FOR INSURANCE OR POLICE REFERENCE
DATE     REG. NO.       BCC DRIVER         TIME OUT     BCC DRIVER'S      TIME IN      BCC DRIVER'S
                                                       SIGNATURE OUT                  SIGNATURE IN




NB        Parts Manager - It is your duty (and that of your appointed deputy in your absence) to ensure that all vehicles are logged in and out with the time and date and return
                         the form without delay as above.



BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                                           39
                                           BCC GROUP
                        TRADE DRIVER’S DAILY JOB SHEET

Drivers Name (print) ………………………………                                      Date ……………………

Time started ………………………………                                              Time finished …………..

                              To be completed at the time of each job.

This form is to be returned to Viv Fielding at Head Office on a daily basis and
will be held on file for three years for Insurance or Police reference.

       FROM                              TO                  REG NO.CHASSIS   MAKE/MODEL
                                                                  NO.




DRIVERS SIGNATURE                        ………………………………….


BCCGroup/template/Policies & Procedures (Staff handbook) – Jun2007                            40

								
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