35252_Corepeople Induction Booklet.qxd:Layout 1 29/1/10 15:27 Page 1 TEMPORARY WORKER HANDBOOK

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1 35252_Corepeople Induction Booklet.qxd:Layout 1 29/1/10 15:27 Page 1 Head Of fice Allergate House Belmont Business Park Belmont Durham DH1 1TW T TEMPORARY WORKER HANDBOOK F E info@ corepeople. com www. corepeople. com

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3 35252_Corepeople Induction Booklet.qxd:Layout 1 29/1/10 15:27 Page 5 NOTES INTRODUCTION Welcome to your guide to working through Corepeople Recruitment. We hope that it will provide you with all the information you need to make your temporary assignment run as smoothly as possible. If, however, you are unsure of anything at all, please do not hesitate to contact your consultant who will give you the answers you need. Our opening hours are 8.00 am to 6.00 pm Monday to Thursday, Friday 8.00 am to 5.30 pm. Please note that the information included in the guide is applicable for most assignments. Sometimes, however, when on assignment with certain Clients, the procedures may be a little different. If this is the case, your consultant will inform you before you start work. Please take time to read this brief guide, and thank you for choosing to work through Corepeople.

4 35252_Corepeople Induction Booklet.qxd:Layout 1 29/1/10 15:27 Page 7 STARTING AN ASSIGNMENT After your consultant has informed you verbally of the terms of your assignment - such as where, when and pay rate - you will receive a number of items in the post. These are: A covering letter. Two copies of your contract for services (unless you have already signed at interview or on a previous assignment). Confirmation of you assignment details and a copy of any Risk Assessment appropriate to the role. A copy of this guide. Two blank timesheets (unless you are not required to complete timesheets on your next assignment). An opt-out of the 48 hour working week. A prepaid envelope. General Health and Safety Guide. To ensure you are paid on time, you must return the following to us in the prepaid envelope, by the date stated on the covering letter: USEFUL NUMBERS: Durham Head Office Newcastle Office EMERGENCY NUMBERS: Trades and Labour (24 hours) Industrial (24 hours) Office Support (24 hours) Recruitment & Employment Confederation (REC) Employment Agency Standards Inspectorate (EAS) One copy of your contract for services, duly signed, with your bank details correctly completed. The signed 48 hour working week opt-out. (Please note, there is no obligation whatsoever to sign and return this if you do not want to.) Your last P45, if you have one. If you do not have a P45, please contact our payroll department by phone and they will issue you with a P46.

5 35252_Corepeople Induction Booklet.qxd:Layout 1 29/1/10 15:27 Page 9 COMPLAINTS WEEKLY RESPONSIBILITIES If for any reason you should have a complaint about either our service or the organisation in which you are working, please observe our complaints procedure, which is as follows: In the first instance contact your Recruitment Consultant or Account Manager. If your complaint is concerning either the Recruitment Consultant or Account Manager then please contact a Divisional Manager. If you don t feel that you have received a satisfactory response within two working days from lodging the complaint then please escalate to a Divisional Manager. In the event that the Divisional Manager is unable to answer your query successfully, please contact a Director or the Company Secretary in our Head Office. Should you still feel your grievance has not been dealt with effectively, please contact our professional body, the Recruitment & Employment Confederation Ltd Thank you for taking the time to read this booklet. If we can be of assistance to you, please do not hesitate to call. We undertake to pay you, one week in arrears, so that your pay is in your bank account on a Friday. If, for any reason, this changes - such as paying you earlier at Christmas or Easter - we promise to inform you in writing of this fact. To help us keep our promises, there are certain things that you must do each week to ensure that you get paid correctly and on time - these are detailed below. Always fill in your timesheet correctly providing the following details (see example on the following page): Your name, Client, department or site details and the week ending date. Also, please remember to sign your timesheet. Ensure that hours calculated have all breaks deducted. Our minimum unit of pay is 15 minutes, so please round down if necessary. Ensure that you get the signature of an authorised signatory from the Client. Make sure the signed timesheet is with us by 2.00 pm on a Tuesday - it is your responsibility, and no-one else s. To help you meet these deadlines, we have a dedicated address for you to send your timesheets to - payroll@corepeople.com or, alternatively fax to Please call us to confirm we have received your timesheet. Please do not phone for the payroll department on a Wednesday - they are processing yours and everyone else s pay. Do make sure you keep your consultants informed of any changes in your assignment, including changes of site or department, and finish dates don t assume that we will have been informed by the Client! As soon as pay is processed on a Wednesday, we send out your payslips via . A blank timesheet will be ed on a Thursday evening. If you do not receive them on these days, please phone as a matter of urgency. Finally, if your address, bank details or address change, please inform our payroll department in writing immediately.

6 35252_Corepeople Induction Booklet.qxd:Layout 1 29/1/10 15:27 Page 11 Week Ending (Friday)16/05/08 Name: Signature: TO BE COMPLETED BY TEMPORARY WORKER A N Other NOTICE TO TEMPORARY WORKER To ensure you are paid on time, your fully completed timesheet must be signed by an authorised signatory for the client and returned to our office no later than 2pm on the Tuesday after the week worked. Timesheets received any later than this will be paid the following week. REPORTING ACCIDENTS If you are involved in an accident or near miss incident whilst on assignment, it is important that you follow this procedure: Report the incident immediately to your on-site supervisor. Ensure that the details are entered into the company s accident book. If required obtain treatment for the injury from a first aider or appointed person. HOURS WORKED Example Sat Sun Mon Tue Wed Thurs Fri Contact Corepeople as soon as possible. Start Finish PAID HOLI Keep Corepeople informed of any after-effects of the incident, including periods of total or partial incapacity for work. Lunch/Breaks (mins) 30 1/2 1/2 1/2 0 DAY Total Total hours per day EQUAL OPPORTUNITIES Name of Company: A B C Contracts Site/Department: Reception, North Road, Durham TO BE COMPLETED BY CLIENT Corepeople fully supports the principle of equality and fair treatment for all regardless of age, sex, race, disability, sexual orientation, religion or belief. We operate an equal opportunities policy to ensure that our staff treat all temporary workers fairly and without unlawful discrimination. CLIENT AUTHORISATION I hereby certify that the hours worked are correct and understand that this document will be used to calculate charges. I accept the terms and conditions of introduction issued, and printed overleaf by Corepeople Recruitment Ltd and am an authorised signatory on behalf of the Client. Signature: Registered in England Allergate House Belmont Business Park Belmont, Durham DH1 1TW Tel: Fax: Emergency Fax: The policy directly affects you; whilst working on assignment you have certain rights and you also have responsibilities towards fellow temporary workers and our Client s staff and customers. Printed Name: B Smith Position in Company:Manager White Copy to be forwarded to: Corepeople Recruitment Limited Allergate House, Belmont Business Park, Belmont, Durham DH1 1TW Blue Copy to be retained by Client. Pink Copy to be retained by Temporary Worker.

7 35252_Corepeople Induction Booklet.qxd:Layout 1 29/1/10 15:27 Page 13 HEALTH AND SAFETY Health and safety is a partnership in which Corepeople not only look after its staff but also care for our temporary workers. Each of us has a legal as well as a moral obligation to comply with safety rules and instructions. OUR RESPONSIBILITIES As far as practically possible, we will do all we can to ensure you have a safe and healthy workplace with adequate supervision. The Client your assignment is with is responsible for your Health and Safety whilst you are with them. Co-operate with your assignment Client by following all Safety Rules and Regulations. If you do not understand anything ask for clarification. YOUR RESPONSIBILITIES Take reasonable care for the Health and Safety of yourself and others whilst working. Make sure you familiarise yourself with the local emergency procedures. Co-operate with your assignment company by following all Safety Rules and Regulations. Report any hazardous situations to both your supervisor and your Corepeople recruitment consultant. Do not undertake tasks you have not received training for or feel are unsafe. Do not misuse safety devices and equipment. Make correct use of work equipment, machinery, substances and personal protective equipment. PROTECTIVE CLOTHING AND EQUIPMENT Protective clothing and equipment is essential to protect and keep you safe whilst you work. Please make sure you know how to wear and use it correctly. HOLIDAYS AND WORKING TIME REGULATIONS From as a result of the working time regulations - temporary workers have been legally entitled to receive holiday pay (currently 5.6 weeks per annum). The holiday year starts on the first day of your first assignment and continues for twelve calendar months, unless there is a break between assignments during which you have received a P45. You must take 5.6 weeks holiday during this 12 month period. Current legislation states that Bank holidays and Statutory holidays can be counted as part of your 5.6 weeks. However, you do not receive any additional entitlement for holiday pay in respect of these days. Holiday pay cannot be carried over from one year to the next. You accrue one week's holiday for every 10 weeks worked, calculated as an average of your basic hours and gross pay over the previous 12 week period (or less if you take holiday before you have worked for 10 weeks). If you finish an assignment within twelve months with holiday pay still unclaimed, it will be paid to you a week after your last timesheet has been processed, and will be accompanied by your P45. Your payslip will show you, in weeks or part weeks, how much holiday you have accrued and how much you have taken to date. WORKING TIME REGULATIONS The Working Time Regulations 1998 came into force on 1 October 1998 and have been amended in part by the Working Time Regulations 1999 and the Working Time (Amendment) Regulations The Regulations implement the European Working Time Directive into UK law. It is primarily heatlh and safety legislation and is intended to protect workers from the risks that arise out of working excessively long hours or for long periods without breaks. The Regulations provide that all workers should be entitled to: A maximum average working week (inclusive of overtime) of not more than 48 hours (the averaging period to be 17 weeks or longer in some cases) [an absolute maximum of 40 hours a week in the case of young workers and

8 35252_Corepeople Induction Booklet.qxd:Layout 1 29/1/10 15:27 Page 15 a maximum working day of 8 hours in the case of young workers except where required for continuity of service or a surge in demand, or where no adult worker is available, or where it would not adversely affect a young worker's education or training]. A 20 minute rest break where the working day is longer than 6 hours [30 minutes rest in the case of young workers where the working day is longer than 4.5 hours]. A minimum daily rest period of 11 consecutive hours in each 24 hour period [12 hours rest in the case of young workers]. A minimum of 24 hours' night work in every 7 days (or 48 hours every 14 days) [48 hours rest in every 7 days in the case of young workers]. This rest period does not have to include a Sunday. A restriction of 8 hours night work in every 24 hour period, the restriction of 8 hours to be averaged except where the work involves special hazards or heavy physical or mental strain in which case it can never exceed 8 hours. Free health assessments [and capacities assessments in the case of young workers] prior to workers being assigned to night work and at regular intervals thereafter. 5.6 weeks' paid annual leave. Apart from certain excluded sectors there is to be no opting out of the annual leave provisions, no carrying over of holiday from one annual leave year to the next and no payments in lieu expect on termination of employment. NOTIFYING HOLIDAYS The Working Time Regulations state that you are obliged to give double the amount of notice for the length of time you wish to take as holiday and that the Client has the right to offer alternative dates if requests are unreasonable. We ask that you give this notice as a minimum to your line manager at the Client company, and then inform us by fax, or in writing of a successful holiday request. CLAIMING HOLIDAYS Ensure that you have notified us in advance, as shown above. Write Paid Holiday on your timesheet in the day(s) that you wish to be paid for. If you only write Holiday, then we will assume that you want to keep your accrual for a later date. Fill in the rest of your timesheet in the normal fashion. If you do not complete your own timesheet, make sure you the payroll department on payroll@corepeople.com notifying of holidays to be taken and if they are to be paid or unpaid. If you are taking a whole week s holiday, do make sure that you submit a timesheet for the week you want to take, otherwise you will receive no holiday pay. You do not, of course, have to obtain a Client signature for this week. SICKNESS AND ABSENCE If, for any reason, you are unable to attend work, you must inform your consultant at least half an hour before your shift is about to start, on every day of absence. You must also contact your supervisor at the Client s premises at the same time. You may be eligible for statutory sick pay. Please contact the payroll department for further details. BENEFITS We want to be the Agency of choice for all candidates who come to us and to this end we offer benefits above and beyond finding you work and paying you in an efficient and friendly manner. As a Corepeople temp, you are eligible for our loyalty scheme, which rewards you for 13 weeks continuous service with vouchers to the value of 15. Terms and conditions apply, which can be found on our website at