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CASUAL CONTRACT

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					CASUAL SUPPORT WORKERS

STATEMENT OF TERMS AND CONDITIONS OF EMPLOYMENT

This Statement, together with the letter of appointment, effective from the first
date of employment, sets out particulars of terms and conditions of
employment, and grievance and disciplinary procedures, in accordance with
the Employment Rights Act 1996 (and as subsequently amended).


PAY
Casual support workers receive payment for actual hours worked. The current
rates of pay is ………… per hour.

This will be paid by credit transfer direct to your nominated bank account
on................. or by personal cheque.

Rates of pay are reviewed on ................... and any changes will be notified by
………………………………………………...

HOURS OF WORK
Standard hours of work are …….. hours per week. Your specific hours of
work are as agreed with your line manager

You are entitled to an unpaid lunch break of up to one hour to be taken at a
time convenient to the Association.

OVERTIME (?)

SICK PAY
This contract does not provide for entitlement to sick pay under the
Association‟s scheme or the state scheme (Statutory Sick Pay - SSP).

If this contract is extended, or another contract is issued, extending
employment beyond three months, employees may be entitled to claim
Statutory Sick Pay.

You may be entitled to SSP if this contract was preceded by a previous
contract or contracts, and the break between the two or more periods of
employment was for 8 weeks or less.

ANNUAL LEAVE
This contract does not provide for entitlement to annual leave under the
Association‟s provision or the statutory provision.

If this contract is extended, or another contract is issued, extending
employment beyond 13 weeks, casual support workers may be entitled to
statutory leave of three weeks or four weeks from October 1999, in a full
calendar year.

                                                      EP&Petc/Casual Contract/July 99
NOTIFICATION OF ABSENCE
You are required to notify your immediate supervisor of any periods of time
during which you will be unable to attend your duties.

If you are absent from work for any reason and your absence has not
previously been authorised by the Association, you must inform your
immediate supervisor as soon as practically possible on your first day of
absence. If the absence continues for three working days or more, you will
notify your immediate supervisor as soon as possible on the fourth day of
absence, to give indication of how long you will continue to be absent.

If you are absent from work due to sickness or injury which continues for more
than seven days (including weekends) you must provide the Association with
a medical certificate on the 8th day of sickness or injury. Thereafter, medical
certificates will be required to cover the remainder of the absence.

You must inform the Association immediately on any communication received
from any government department relating to Statutory Sick Pay.

Upon your return to work you will be seen by your supervisor who will ask you
to give or confirm the reason for your absence and will record this on a form
which he or she will sign. This meeting will provide an opportunity to disclose,
if you wish, any domestic or welfare matters connected with your absence.

If you suffer an injury at or during the course of your employment with the
Association, you or someone on your behalf must immediately report this to
your supervisor who will be required to complete an incident/accident report
form.

A failure without good cause to comply with these arrangements may have
the effect of your employment being terminated with one week‟s notice.

WORKING TIME LIMIT
The Working Time Regulations which came into force in October 1998, set a
limit of 48 hours average a week over a 17 week period. If you have, or wish
to take up another employment in addition to this one you must inform your
immediate supervisor. Implications of your total working hours will be
discussed and you may be asked to sign an opt-out agreement in which you
waive your entitlement to the working time limit. You are not obliged to sign
this agreement, but as the Association has a responsibility to ensure that the
limit is not exceeded, the number of hours worked in this employment may
need to be reduced accordingly.

DEDUCTIONS
If at any time you owe the Association moneys, whether pursuant to the terms
of your contract or otherwise, you are required to repay any such moneys
either by deduction from your pay or by any other method which is acceptable
to you.


                                                    EP&Petc/Casual Contract/July 99
TERMINATION OF EMPLOYMENT
Should you wish to terminate your employment with the Association you must
give one week‟s notice in writing. The Association will give you the same
period of notice, but reserves the right to pay your notice period as
compensation in lieu of notice.

At the end of your employment you are required to return to the Association
all keys, pass cards, documents, papers and copies entrusted to you in the
course of your employment.

STATUTORY MATERNITY LEAVE
All pregnant employees, including casual support workers, are entitled to 18
weeks statutory unpaid maternity leave. This may start at any time after the
beginning of the 11th week before the expected date of delivery, the latest
being the actual date of delivery. The first two weeks after delivery are
compulsory, whether you wish to benefit from the statutory provision or not.

As your contract is for a limited duration of up to three months, you may not
be able to return if you wish to benefit from the full entitlement, unless the
contract is extended or renewed. However, if you wish to take only part of the
entitlement, the following rule applies.

In order to qualify for this leave you must notify the Association in writing, at
least 21 days before your absence begins (or exceptionally if that is not
reasonably practicable, as soon as possible thereafter) stating:
(i) that you are pregnant;
(ii) the date your absence will begin;
(iii) that you intend to return at the end of the leave period;
(iv) the expected date of delivery, stated on form MAT B1 issued by a
      registered medical practitioner or certified midwife.

You have a statutory right to reasonable time off with pay to receive ante-
natal care, providing a medical certificate or appointment card is shown to
your supervisor prior to the appointment. It is hoped that casual support
workers will make every effort to cause minimum disruption when keeping
ante-natal appointments.

Under this contract you may not qualify for Statutory Maternity Pay, but you
may be entitled to a Maternity Allowance which you can claim from your local
DSS (Benefits Agency) office.

Once you have informed your supervisor of your pregnancy, a risk
assessment will be undertaken and review of duties will be considered. This
will include:
(i) hours of work
(ii) use of equipment
(iii) requirements to travel
(iv) any other relevant health and safety issues

Where in any period prior to the start of maternity leave a registered medical

                                                      EP&Petc/Casual Contract/July 99
practitioner or the Association, with your agreement, consider that you or your
unborn child would be at risk were you to continue with your normal duties,
but without the need to refrain from work, the Association will provide
alternative work. If this is not possible, you may be placed on paid
suspension. In either case you will receive your normal rate of pay.

PUBLIC DUTIES
If you are called upon to perform jury service you should inform your
supervisor who will grant you unpaid leave of absence unless exemption is
obtained.

If you undertake public duties, you should inform your immediate supervisor
who will grant you reasonable unpaid leave of absence for the performance of
these duties, provided that the leave is not to the Association‟s detriment.

DISCIPLINARY RULES AND PROCEDURES
The Association operates a Disciplinary Procedure details of which are
attached. It is a condition of your employment to observe the disciplinary rules
contained in the procedure, which may be varied from time to time. The full
procedure can be obtained from your divisional/departmental administration
section or from the Personnel Branch.

GRIEVANCE PROCEDURES
In the interests of good employer/employee relations, it is important that if you
have a grievance of either a personal or organisational nature, correct
procedures are followed. The Association‟s Grievance Procedures are
contained in the Association‟s equal opportunities policy attached.

OFFENCES
During the course of employment with this Association, should you at any
time be cautioned, summoned or arrested by any police force, you will notify,
at the earliest opportunity, details of the circumstances in writing to your
divisional commander/departmental head.

HEALTH AND SAFETY AT WORK
The Association undertakes to comply with the Health and Safety at Work Act
1974 and all relevant regulations and amendments issued thereto, to provide
and maintain a working environment for all employees that is safe, without
risk to health, and with adequate arrangements for staff welfare.

You are required to familiarise yourself with and comply with the Association‟s
health and safety policies, and to ensure that you care for the safety at work
of yourself and other persons who may be affected by your acts or omissions
at work. The Health and Safety Officer for the Association is based within the
Personnel Branch.

ASSOCIATION RULES AND PROCEDURES
Various rules exist for the effective and safe operation of the Association‟s
business and the welfare and interests of those who work for it. Employees
subject to particular rules are expected to comply with these, having been

                                                    EP&Petc/Casual Contract/July 99
informed or made aware of such rules. The Association reserve the right to
vary existing rules or introduce new ones, which you will be expected to
observe. Information about particular rules is normally provided in circulars to
staff, on notice boards, and otherwise brought to the attention of those
required to observe them.

STANDARD OF DRESS
At all times your dress must be of a reasonable standard, compatible with the
image the Association wishes to present to the public at large.

EQUAL OPPORTUNITIES
The Association has a local statement of Equal Opportunities which you must
adhere to. A copy of the statement is attached.

TRADE UNION MEMBERSHIP
You are entitled to join a trade union of your choice. The Association
recognises ………………………………………………. for the purpose of
consultation and negotiation.




                                                    EP&Petc/Casual Contract/July 99
Name
Address




Date




Dear

SUPPORT WORKERS - CASUAL EMPLOYMENT REGISTER

I am pleased to confirm your inclusion on our register of casual support
workers with effect from ................................

1.     Your employment with the Association (“the Association”) will be on a
       casual basis and will not be termed as either part-time, temporary or
       permanent employment for the purpose of the Association‟s conditions
       of service.

2.     There can be no guarantee of work. You will be contacted by
       telephone as and when your services are required and asked if you
       would be available to carry out work commensurate with your skills and
       experience.

3.     The terms and conditions of your employment will be set out in a letter
       of appointment, a statement of terms and conditions of employment
       and a job description.

4.     Should you wish to have your name removed from the register of
       Casual Support Workers, you are required to give the Association‟s
       one week‟s notice in writing stating the date at which this arrangement
       is to cease. Should the Association decide to remove your name from
       the register, you will be given similar notice notwithstanding any
       statutory requirements that may be in force at the time.

Yours sincerely




                                                   EP&Petc/Casual Contract/July 99
Name of employee
Address




Date



Dear

CASUAL EMPLOYMENT

I am pleased to confirm your period of casual employment with the Norfolk
Police Association.

1.     The purpose of this casual employment is
       to...................................................

1.1    The appointment is expected to be for a period of........................... or
       not exceeding approximately............... unless terminated earlier.

1.2    This is a casual appointment which will last only as long as is
       necessary for the completion of........................................... or for the
       fulfilment of the purpose of.......................................

2.     The current rate of pay for this work is £4.76 per hour. Casual support
       workers receive payment for actual hours worked. Details of payment
       appear in the accompanying statement.

3.     You will be based at ..............................., although you may be
       required, to work at or from another location according to the needs of
       the service.

4.     Your hours of work are ………………………………..

5.     Your duties are those described in the job description attached. The list
       of duties is not to be regarded as exhaustive, since there may be other
       duties and requirements reasonably associated from time to time with
       this job.

6.     Your immediate supervisor will be .................................

7.     Certain terms and entitlements relating to this employment are set out
       in the statement of terms and conditions accompanying this letter.

Could you please sign and return the enclosed copy of this letter indicating
that you agree with the above statement.

                                                               EP&Petc/Casual Contract/July 99
I hope you enjoy your period of employment with the Association and if you
have any further queries please do not hesitate to contact me.

Yours sincerely




I confirm that I understand and accept the conditions contained in this letter
and the accompanying statement.




Signed................................................................... Date....................................




                                                                          EP&Petc/Casual Contract/July 99
TEMPORARY APPOINTMENT - MATERNITY COVER

I am please to confirm your temporary appointment with the Association
(hereafter called „the Association‟).

This is a temporary appointment due to the absence on maternity leave of the
postholder, who is expected to return to work within the next ...... months.
Your temporary employment is expected to end upon her return unless
terminated earlier. If she is unable or unwilling to return, the Association will
decide whether to appoint a permanent replacement or to make other
arrangements for the work to be carried out.




                                                    EP&Petc/Casual Contract/July 99

				
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