Download Zero Hours Contract Template/Example

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Information about Download Zero Hours Contract Template/Example
Business & Mgmt

Published on February 5, 2014

Author: BicyclePlayingCards

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Download Free Zero Hours Contract Template.

Employment Contract [COMPANY NAME] This Contract contains the terms and conditions of your employment with [COMPANY NAME] ("[CN]"). Contract of Employment Page 1

[COMPANY NAME] This is your employment contract with [COMPANY NAME] (referred to below as "[CN]") whose address is [COMPANY ADDRESS]. This contract also constitutes the written statement which [CN] is required to give to you under s.1 of the Employment Rights Act 1996. Your employment is conditional upon satisfactory references and background checks (see clause 15 below). The terms and conditions of your employment are as follows: 1. JOB TITLE AND DUTIES 1.1 Your job title is set out in Schedule 1 to this Agreement. You will be required to perform the duties which are reasonably assigned to you by your Line Manager. The nature of [CN]'s business means that your work roster will include Bank Holidays and weekends. In addition, you will be expected to be flexible and take on a range of different duties in order to ensure that [CN] can provide its members with the highest service standards and membership experience. 1.2 Your normal hours of work are set out in Schedule 1 and will be arranged in a way which is appropriate to your role. You may be required to work additional hours (including evenings and weekends) as may be necessary for the proper fulfilment of your job. 1.3 Unless [CN] gives its prior written consent, during your employment (including, without l i m i ta ti o n , during any period of garden leave or suspension) you must not be in any way directly or indirectly engaged or concerned in any other business or undertaking where this competes or is likely to compete, or is or is likely to be in conflict with, the business of [CN] or any [CN] Group Company, or where this may adversely affect the efficient discharge of your duties. 1.4 [CN] may require you to undergo training. You will also be required to ensure that any qualifications that are necessary to enable you to carry out your job are kept fully up to date and you should notify [CN] immediately if any such qualifications lapse. In the event that any such qualifications do lapse, it may be necessary for [CN] to change your work roster which could result in a reduction of your hours and your pay. 1.5 It is [CN]'s policy to provide training for all employees. If you resign, or your contract of employment is terminated, within one year of completing a nationally recognized qualification where the skills trained are transferrable to another employer, [CN] reserves the right to reclaim the cost of such training from you. 1.6 You will also be bound by the provisions of Schedule 2. 2. DATE OF COMMENCEMENT Your employment with [CN] under this contract will commence on the date set out in Schedule 1. Your continuous employment commenced on the date set out in Schedule 1. 3. SALARY AND EXPENSES 3.1 Your salary will be at the rate set out in Schedule 1, payable monthly in arrears direct into your bank account on or about the 28th day of each calendar month, except where the 28th falls on a weekend or bank holiday in which case you will be paid on the previous working day. 3.2 Your salary will be reviewed on an annual basis. There is no obligation on [CN] to increase the level of your salary at a review. 3.3 Any overtime that you work must be agreed in advance with your Line Manager. You will be given time off in lieu of the overtime that you work, unless, in exceptional c i r c u m s t a n c e s , y o u r Line Manager agrees to pay you instead. Contract of Employment Page 2

3.4 [CN] shall be entitled at any time during your employment, or in any event on the termination of your employment howsoever arising, to deduct from your remuneration and from any sums payable to you by [CN] any monies due from you to [CN] or to any [CN] Group Company including, but not limited to, any outstanding loans, advances, payment for excess holiday, overpayment of wages and any other monies owed by you to [CN] or any [CN] Group Company. 3.5 You will be paid or reimbursed for any expenses you properly and reasonably incur in the performance of your duties on behalf of [CN], but only if you produce [CN]lid receipts in accordance with [CN]'s expenses policy and obtain authorisation from your Line Manager. 4. LOCATION, FLEXIBILITY AND MOBILITY 4.1 Your normal place of work shall be at the [CN] premises set out in Schedule 1. Given [CN]'s dynamic business, it may be necessary from time to time to transfer you to work at one of [CN]'s other premises. [CN] reserves the right to change your normal place of work to any place that is within a reasonable travelling distance of where you live. 4.2 It is a condition of your employment that you may be required and are prepared, whenever necessary, to transfer to other departments or duties within [CN]. This also includes the need, whenever necessary, to travel to any [CN] sites within reasonable travelling distance on a temporary or permanent basis. 5. HOLIDAYS 5.1 Your holiday entitlement, "pro- rated" for part-time employees or zero-hour employees according to the proportion of full time hours that they work, is 29 days per year (including bank and public holidays). After you have worked for [CN] for five complete years, your holiday entitlement will increase by one day for each extra year of employment , up to an overall maximum of 34 days holiday per year (including bank holidays and public holidays) after 10 years' service. 5.2 [CN]'s holiday year runs from 1 January to 31 December. Your holiday entitlement accrues proportionately from day to day which means that if you only work for part of a holiday year your holiday entitlement for that year will be adjusted accordingly. You must obtain the prior approval of your Line Manager before taking a holiday. 5.3 Other than in exceptional circumstances and with the agreement of your Line Manager, you will not be permitted to take more than two weeks ' leave at any time and you should be aware that, due to the seasonal nature of [CN]'s business, you are discouraged from taking holiday during [ M o n t h o r M o n t h s ] of each. 5.4 Holiday entitlement for each holiday year must be used up by the last day of that holiday year.Any unused holiday will be lost and you will not receive any extra holiday entitlement or payment for this. 5.5 Subject to clauses 5.6 and 5.7 below, when your employment is terminated you will receive a payment in lieu of any holiday you were entitled to but have not taken, or if you have taken more holiday than you were entitled to, a sum will be deducted from your last salary payment in lieu of 1 Such days. For these purposes a day's pay for a full time employee is calculated as 1/260 of your h salary.For part time employees this will be "pro-rated". 5.6 If your employment is terminated under clause 9.3 below, [CN] may decide to pay you a sum in lieu of any untaken holiday, but it is under no obligation to do so and such payments are entirely discretionary. 5.7 [CN] reserves the right to require you to take any unused holiday during your notice period. [CN] will give you appropriate notice if it chooses to do this. Contract of Employment Page 3

6. BENEFITS 6.1 Details of all benefits to which you may be entitled (including details of access to [CN]'s pension scheme) are contained in Schedule 1. 6.2 Any taxable benefit to which you are entitled will be subject to tax which you wil l be liable to pay. 6.3 There is no contracting out certificate under the Pension Schemes Act 1993 in force in relation to your employment. 7. SICKNESS 7.1 Any absence from work must be notified by telephone to your L i n e Manager o r , i f they a r e unavailable, an appropriate alternative manager at your p r e m i s e s or other place of work. This must be done on the first day of absence by 8 a.m. at the latest or, if your shift starts before 9 a.m.at least one hour before the start of your shift. You must keep your Line Manager (or, if they are unavailable, an alternative manager at your p r e m i s e s or other place of work) regularly informed of your absence and of the expected duration of your absence. 7.2 Absence through sickness or injury must be covered by a medical certificate. For the first seven days of illness you can complete this certificate yourself using a self-certificate form (available from your premises or other place of work), which must be completed on your return to work.For illness of more than seven days, a doctor's certificate must be produced on the eighth day and should be submitted regularly for any future period of sickness or injury absence. 7.3 You are entitled to receive statutory sick pay during absence for sickness or injury. Any additional payments shall be at the absolute discretion of [CN]. 7.4 [CN] reserves the right to require you to have an independent medical examination, paid for by [CN]. If anything arises from such an examination which is relevant to your job, you agree that the medical practitioners carrying out the examination may disclose this to [CN]. 8. PROBATIONARY P E R I O D 8.1 The first six months of your employment will be a probationary p e r i o d during which time either party may give one week's notice of the termination of employment. 8.2 Your employment will be confirmed on a permanent basis at the end of the probationary period if your performance and conduct are considered to be satisfactory. [CN] reserves the right to extend the probationary period beyond six months in appropriate circumstances including if it has any concerns about your suitability for the position. 9. NOTICE AND TERMI NATION 9.1 Following the successful completion of your probationary period, your employment will continue until terminated by you or by [CN], by giving the other not less than the prior written notice set out in Schedule 1. 9.2 [CN] reserves the right, at its discretion , to terminate your employment immediately by giving you a notice stating .that this contract is being terminated in accordance with this clause 9.2 and undertaking to pay you a sum equivalent to basic salary in lieu of notice (or any unexpired part thereof) and to deduct tax and National Insurance from any such payment. If [CN] decides not to make a payment to you under this clause, you are not entitled to enforce the payment as a contractual debt or as liquidated damages ; your only remedy will be in the form of damages in respect of the notice which you or [CN] are required to give. 9.3 If you are guilty of gross misconduct, or in any way f u n d a m e n t a l l y breach y our e m p l o y m e n t contract with [CN], your employment may be terminated immediately by [CN] without n o t i c e and without payment in lieu of notice or compensation. The following are examples of some of the types of conduct that would entitle [CN] to do this : Contract of Employment Page 4

9.3.1 9.3.2 Theft or fraud or any act of dishonesty; any act of violent or abusive behaviour towards people or property including causing deliberate damage to [CN]'s or any [CN] Group Company's property or the property of members or their guests; 9.3.3 indecent behaviour towards, or harassment or bullying of, fellow employees or members; 9.3.4 incapability through alcohol, non-prescribed drugs or other substances; breach of health 9.3.5 and safety requirements; 9.3.6 a serious act of insubordination or refusal to carry out reasonable requests; 9.3.7 serious or persistent neglect of duties; 9.3.8 a series of persistent breaches of the terms and conditions of your employment; 9.3.9 unauthorized use or disclosure of confidential information; 9.3.10 serious breach of any of [CN]'s or any [CN] Group Company's policies, procedures or rules, 9.3.11 including without limitation those relating to the prevention of bribery and corruption; 9.3.12 falsifying records or expenses claims; being charged with or convicted of a criminal offence arising from or relating to your 9.3.13 work for [CN]; being charged with or convicted of a criminal offence committed outside work which , in the opinion of [CN], adversely affects [CN]'s or any [CN] Group Company's business or reputation or affects your suitability for the type of work which you perform or affects 9.3.14 your acceptability to other employees ; any action which constitutes an offence under the Bribery Act 2010, whether done for 9.3.15 [CN]'s benefit or not; any action which brings [CN] or any [CN] Group Company into disrepute or is 9.3.16 calculated or likely to do so; 9.3.17 non-compliance with clause 11.2 below; unauthorized signing of documentation committing [CN] to any financial obligation or 9.3.18 exceeding your authority in any other way; using a personal blog, website or any form of social media (including but not limited to Facebook, Twitter and Linkedln) to criticize or embarrass [CN], its members or its staff. You should respect the corporate reputation of [CN] and the privacy and feelings of 9.3.19 others at all times; or 9.3.20 misuse of [CN]'s or any [CN] Group Company's computer systems; involvement in any activity whether in the course of, or outside, your employment which [CN] believes makes you unsuitable for your employment or unacceptable to 9.3.21 [CN]'s members or their guests; the promotion, sale or supply of secondary products (including but not limited to equipment and nutritional/health supplements of any kind whatsoever) to m e m b e r s 9.3.22 without the express prior written permission of [CN]; failure to immediately notify your Line Manager if you become aware of any employee 9.3.23 or member using illegal or banned substances; 9.3.24 failure to bring to the attention of management any contravention of company rules by 9.3.25 members as well as any potential contravention of [CN] policy by fellow staff of [CN]; loss of the right to work in the UK under any UK immigration laws from time to time in force; or refusal to assist [CN] in making a Disclosure and Barring Service (DBS) disclosure on your behalf. This list is intended as a guide and is not exhaustive. 10. SUSPENSION 10.1 You may be required by [CN] in its absolute discretion, at any time following service of notice of termination by either party, or in order for [CN] to investigate a complaint about you , not to attend your ·place of work and not to perform any duties for [CN] or to perform any such duties, projects or tasks as are expressly assigned to you by [CN], in any case for such a period and at such a place or places (including, without limitation, your home) as [CN] in its absolute discretion may decide . You will continue to receive your full pay and benefits during any such period. Contract of Employment Page 5

10.2 During any such period you shall: 10.2.1 notify [CN] of any change of your address or contact details; 10.2.2 if requested by [CN], not contact employees, members and professional contacts of [CN] or of any [CN] Group Company, apart from contacting personal friends in a personal capacity; 10.2.3 if requested by [CN], refrain from updating any social media account (including, without limitation, Facebook, Twitter and Linked In) to refer to such circumstances; and 10.2.4 cease to be eligible to be considered for any bonus or sale commission. 10.3 No contractual holiday entitlement shall accrue during any period of suspension under clause 10.1. 11. COMPANY PROPERTY 11.1 When you leave [CN], or if [CN] request it at any other time, you must return all uniforms, badges, documents, records, mobile telephones, computer equipment, keys and/or any other property of [CN] which may be in your possession. 11.2 [CN] reserves the right to search employees’ personal bel ongi ngs , l o c k e r s , cars (when o n [CN] premises) and any [CN] accommodation in which they may reside. Refusal to co-operate with such a search may be grounds for summary dismissal. 12. CONFIDENTIALITY 12.1 Both during and after your employment, you will not (except in the proper course of your duties) make use of, or reveal to anyone, trade secrets, confidential information, or personal data (as defined by the Data Protection Act 1998) relating to [CN]'s business, its staff, members and clients. You will also use your best endeavours to prevent the publication or disclosure o f such trade secrets, confidential information, and personal data. This includes but is not limited to information, in respect of [CN] or of any [CN] Group Company, about: 12.1.1 member and client lists of [CN] or any [CN] Group Company; 12.1.2 information held by [CN] or any [CN] Group Company regarding past, existing or prospective members and/or clients of [CN] or any [CN] Group Company; 12.1.3 information concerning the marketing and promotional plans of [CN] or any [CN] Group Company; 12.1.4 information on product formulation and development of new [CN] or any [CN] Group Company products or systems and any research activities; and 12.1.5 financial information relating to the performance of [CN] or any [CN] Group Company. 12.2 The removal, loss or destruction of [CN] paperwork may lead to disciplinary action, unless written permission is obtained from your Line Manager prior to any documents being removed. 12.3 The provisions of this confidentiality clause shall not apply to information or knowledge which comes into the public domain for a reason which is not related (directly or indirectly) to you breaching this agreement. 12.4 For the avoidance of doubt, the termination of this contract, or the variation of any of its terms and conditions for any reason, shall not affect the obligations of confidentiality set out above unless expressly stated to do so. 12.5 Nothing in this contract is intended to prevent you from making a public interest disclosure in accordance with the law. 13. DISCIPLINARY AND GRIEVANCE PROCEDURES 13.1 Copies of [CN]'s disciplinary and grievance procedures are contained in the Employee Handbook and will be given to you on joining and are available on [CN]'s intranet site. These procedures do not form part of your contract of employment. Contract of Employment Page 6

13.2 [CN] reserves the right to take whatever disciplinary sanction it deems appropriate depending on the circumstances, including but not limited to demotion, issuing of warnings, a n d relocation to an alternative p r e m i s e s or other place of work. 14. INTELLECTUAL P R O P E R T Y To the extent permitted by law, all intellectual property rights including but not limited to patents, copyright, registered design rights, design rights, trade marks and know how which may be created by you during the course of your employment ("Intellectual Property") will belong to [CN] absolutely . Any internet domain names registered by you in the course of your employment will be registered in the name of [CN] to the extent permitted by law; you will waive any and all moral rights in any Intellectual Property.If requested by [CN], you will do everything reasonably necessary or desirable, at [CN]'s expense, to enable [CN] to: 14.1 become the owner of any Intellectual Property; and/or 14.2 secure appropriate forms of protection and/or registration for any Intellectual Property or internet domain names; and/or 14.3 defend and enforce its interest in any Intellectual Property or internet domain names. 15. BACKGROUND C H E C K S 15.1 [CN] will make an application to the Disclosure and Barring Service (DBS) for an enhanced disclosure on your behalf, if appropriate, at any time during your employment, having regard to the level of contact you are likely to have with children. If such DBS disclosure is not satisfactory to [CN], your employment may be terminated forthwith without notice or compensation. 15.2 If you are involved in handling cash as part of your role, [CN] will complete an enhanced financial check on your behalf. If any disclosure from this check is not satisfactory to [CN], your employment may be terminated forthwith without notice or compensation. 16. WORKING TIME You agree that the limits imposed by regulation 4(1) and (2) of the Working Time Regulations 1998 are not applied to your average weekly working hours and you therefore agree to work more than an average of 48 hours per week as is necessary from time to time in order to fulfil your duties. Should you no longer wish to consent to working more than an average of 48 hours per week, you must give [CN] at least three months' written notice. 17. COLLECTIVE A G R E E M E N T S There are no collective agreements which directly affect the terms and conditions of your employment. 18. NOTIFICATION OF CERTAIN MATTERS You must notify [CN] in writing of any change in your name, address, marital status or next of kin within one month of such change, and of any change in your immigration status, any arrests, prosecution or conviction for a criminal offence, any disciplinary action taken against you by a professional or regulatory body or if you become bankrupt, apply for or have made against you a receiving order, make any composition with your creditors or commit any act of bankruptcy. 19. POLICIES AND PROCEDURES You agree to comply with the rules, policies and procedures of [CN] and any [CN] Group Company in Force from time to time, including but not limited to those relating to the prevention of bribery and corruption. 20. DATA PROTECTION You hereby consent to the processing of personal data, including any sensitive personal data held, or obtained or collected by [CN] or any [CN] Group Company, in relation to your employment, for the operation, administration or security arrangements of [CN] or any [CN] Group Company and to the transfer of such personal data, including sensitive personal data, outside the European Economic Area (EEA).Further, you hereby explicitly consent to the processing of personal data (including sensitive personal data) obtained or collected by [CN], any [CN] Group Company or any third party, Contract of Employment Page 7

through the use of CCTV or otherwise, in connection with any visual mystery shopper scheme that [CN] or any [CN] Group Company may operate from time to time during your employment. 21. DRUG AND ALCOHOL TESTING [CN] reserves the right to request employees to be subject to properly conducted drug and alcohol testing. Any employee who unreasonably refuses to co-operate with such a r e q u e s t m a y b e subject to disciplinary action which may lead to summary dismissal. [CN] r e s e r v e s the right to inform the Police of any apparent illegal drug-related matter. 22. GENERAL 22.1 The terms and conditions of this Agreement (including the Schedules to it) make up your entire contract of employment and shall supersede all other agreements relating to your employment. 22.2 No term in this Agreement is enforceable under the Contracts (Rights of Third Parties) Act 1999 but this does not affect any right or remedy of a third party which exists or is available apart from that Act. 22.3 Where, in connection with this Agreement, you undertake any obligation in respect of any [CN] Group Company, you unconditionally and irrevocably acknowledge and agree that [CN] is entering into this Agreement and accepting the benefit of such obligations not only for itself but also as agent and trustee for such other [CN] Group Company. 22.4 Clauses 12 and 14 above and Schedule 2, as well as any other provisions of this Agreement which are expressed to apply or are capable of applying following termination of this Agreement, will still apply after the termination of this Agreement, no matter how termination is caused (including, for the avoidance of doubt, where termination takes effect during a period of leave which o c c u rs because of a statutory entitlement). 22.5 Minor changes of the terms of employment will be notified to you in writing. You will be given at least one month's advance notice of major changes to these terms of employment. If you do not object to such changes within that notice period, you will be taken to have accepted them. 22.6 In this Agreement "[CN] Group Company" means any undertaking (other than [CN]) which from time to time is [CN]'s subsidiary or its ultimate holding company or is a subsidiary of [CN]'s ultimate holding company. In this clause the words "subsidiary" and "holding company" shall have the meanings given to them by the Companies Act 2006, as amended, modified, consolidated, re-enacted or replaced from time to time, and ultimate holding company shall mean a holding company which is not a subsidiary. 22.7 This Agreement and the rights and obligations of the parties under it will be governed by and construed in accordance with the laws of England. In the event of any claim, dispute or difference arising out of or in connection with this Agreement the parties agree and submit to the n o n -- exclusive jurisdiction of the Courts of England. 23 EQUAL OPPORTUNITIES AND HARASSMENT 23.1 [CN] is committed to the creation of a non-discriminatory working environment where everyone is treated with the same dignity and respect. [CN] bel i ev es that no part of a person’s working l i f e should be influenced by any characteristic other than that person's ability. 23.2 You must familiarise yourself with [CN]'s Equal Opportunities and Harassment Policy which is available on [CN]'s intranet site and may be amended or updated from time to time. 23.3 If you breach [CN]'s Equal Opportunities and Harassment Policy (including but not limited to engaging in discrimination against, or harassment of, [CN]'s other employees or its members or suppliers) this may result in disciplinary action, including dismissal where appropriate. Contract of Employment Page 8

Signed on behalf of [COMPANY NAME] by ___________________________________________ Date ___________________________________________________________________________ Signed by __________________________________________________________________________ Date ___________________________________________________________________________ SCHEDULE 1 Name: ____________________________________ Job Title: ____________________________________ Line Manager: ____________________________________ Basic Salary: ____________________________________ Location: ____________________________________ Date of commencement of employment under this contract: ____________________________________ Date on which continuous employment c o m m e n c e d : ____________________________________ Probationary Period: ____________________________________ Probationary Period: Four weeks during the first four years of your employment with [CN] Once you have worked for [CN] for five years, your notice period will increase by one week for each additional year of your employment, up to an overall maximum of 12 weeks' notice. Hours of work: [0 hours] Your hours of work will vary depending on the operational requirements of [CN]. You will be informed of the required hours by your Line Manager as appropriate. Contract of Employment Page 9

SCHEDULE 2 PROTECTION OF BUSINESS INTERESTS 1. Non-Poaching of Staff You shall not directly or indirectly at any time, for six months after the termination of your employment: (a) solicit or endeavour to solicit away from [CN] or any [CN] Group Company, or (b) employ or engage, anyone who is at the time of the termination of your employment (or who was at any time during the preceding six months) employed as a General Manager, Assistant General Manager, Head of Department or in any other managerial capacity and with whom you regularly worked at any time during the preceding six months (or, where you are placed on garden leave, the six months prior to the commencement of garden leave). 2. Non-Interference with Members or Suppliers You shall not directly or indirectly at any time, for six months after the termination of your employment; (a) solicit or endeavour to solicit away the custom of any Relevant Client or Prospective Client; or (b) deal with or endeavour to deal with any Relevant Client or Prospective Client with a view to competing with the Business; or (c) accept employment or otherwise work for any Relevant Supplier; or (d) interfere or endeavour to interfere with the relations between [CN] and/or any [CN] Group Company and any Relevant Client or Prospective Client; (e) interfere or endeavour to interfere with the supplies to [CN] and/or any [CN] Group Company (or the terms relating to those supplies) by any Relevant Supplier; or (f) deal with any Relevant Supplier with a view to competing with the Business. 3. Non-Compete You shall not directly or indirectly at any time for three months after the termination of your employment engage or be concerned or interested in any business which within England, Scotland, Wales, Northern Ireland, the Republic of Ireland, Spain, Italy, Portugal, South Africa, Australia or such other areas in which [CN] or any [CN] Group Company carries on business (a) competes or (b) will compete or (c) is likely to compete with the Business. 4. Suspension The periods of six months following termination of employment referred to in 1 and 2 and the period of three months following termination of employment referred to in 3 above shall be reduced by the length of any suspension following service of notice of termination by either party under clause 10.1 of this Agreement. 5. Future Employment Elsewhere You shall be obliged to draw this document to the attention of any third party for whom or with whom you intend to work at any time for six months after the termination of your employment. 6. Other You acknowledge that: (a) the provisions of this Schedule shall constitute severable undertakings given for the benefit of [CN] and each [CN] Group Company and may be enforced by [CN] on behalf of any of them; and (b) if any restriction or obligation contained in this Schedule is held to be invalid or unenforceable but would be valid or enforceable if part of the provision were deleted then such restriction or obligation shall apply with such deletions as may be necessary to make it enforceable. Contract of Employment Page 10

7. Definitions Business the business or businesses of [CN] or any [CN] Group Company in or with which you have been involved or concerned at any time during the Relevant Period. Prospective Client means any person, firm or company who has been engaged in negotiations with [CN] or any [CN] Group Company with a view to becoming a member, a corporate client or a non-corporate client, or to enter into a contract for purchasing, supplying, selling or leasing of goods and/or services from [CN] or any [CN] Group Company at any time during the Relevant Period in which negotiations you have been personally concerned other than in a minimal way in the course of your employment. Relevant Client means any person, firm or company who at any time during the Relevant Period was a member or corporate client or non-- corporate client of [CN] or any [CN] Group Company, with whom or which you regularly dealt other than in a minimal way or for whom or which you were responsible or in respect of whom you were in possession of confidential information in the course of your employment at any time during the Relevant Period whether or not goods and/or services were provided during that period. Relevant Period Relevant Supplier Contract of Employment The six months prior to the termination of your employment (or where you are placed on garden leave the six months prior to commencement of garden leave). any person, firm or company who is or was a supplier to [CN] or any [CN] Group Company and with whom or which you or any person reporting to you regularly dealt, at any time during the Relevant Period. Page 11

Usage instructions and terms FREE VERSION – PDF Format – Download PAID VERSION – Microsoft Word Document – Download We have made the zero hours contract temple easy to edit, all you need to do is use the Microsoft Word “find” and “replace” feature to modify the core elements of the template. [COMPANY NAME] – Replace with your company name. [CN] – Replace with your company initials. [COMPANY ADDRESS] – Replace with your company address. NOTE: We recommend you read through the zero hours contract template, adding or removing anything that you wish to suit your business needs. Zerohourscontract.com and the operators of the website shall not be held legally responsible for any damages that may result from using the zero hours contract template. Use at your own risk. Contract of Employment Page 12

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