This agreement is made between Mainstream Fleet Services Limited
Registered office Mainstream House, Bonham Drive, Sittingbourne, ME10 3RY
- We are an employment business as defined in the conduct regulations and are in the business of providing services to locate work for persons registered on our database of candidates and where work is found, providing arrangements for workers to provide services to our client through supply by us.- We wish to employ you on a permanent basis and you wish to be employed by us on the terms set out herein, which are made in compliance with Regulation 10 or the AWR.
Now is it agreed that in consideration of the mutual benefits we will employ you on the terms set out in the Terms & Conditions on the following pages, which, by signing this document, you accept and which you confirm you have read and fully understand.
Important note – please read this document as set out in the following pages carefully. It sets out the arrangements upon which you agree to work for us. If you sign the agreement you will have accepted the agreement and will be bound by it. It is important that you understand this agreement before accepting it. This contract supersedes any previous contract.
1.1. In these Terms the following definitions apply:
“Agency Worker” means [insert name here] - supplied by the Employment Business to provide services to the Hirer;
a) the relevant Assignment; orb) if, prior to the relevant Assignment:
i. the Agency Worker has worked in any assignment in the same role with the relevant Hirer as the role in which the Agency Worker works in the relevant Assignment; and
ii. the relevant Qualifying Period commenced in any such assignment, that assignment (an assignment being (for the purpose of this defined term) a period of time during which the Agency Worker is supplied by one or more Temporary Work Agencies to the relevant Hirer to work temporarily for and under the supervision and direction of the relevant Hirer);
means the person, firm or corporate body together with any subsidiary or associated person, firm or corporate body (as the case may be) to whom the Agency Worker is supplied or introduced;
1.2. Unless the context otherwise requires, references to the singular include the plural and references to the masculine include the feminine and vice versa.1.3. The headings contained in these Terms are for convenience only and do not affect their interpretation.
1.4.Anyreference, express or implied, to an enactment includes a reference to that enactment as from time to time amended, modified, extended, re-enacted, replaced or applied by or under any other enactment (whether before or after the date of these Terms) and all subordinate legislation made (before or after these Terms) under it from time to time.
2.1. These Terms constitute the entire agreement between the Employment Business and the Agency Worker for the supply of services to the Hirer and they shall govern all Assignments undertaken by the Agency Worker. The contract between the parties starts on the first day of the First Assignment under these Terms however, no contract shall exist between the Employment Business and the Agency Worker between Assignments. These Terms shall prevail over any other terms put forward by the Agency Worker.
2.2. Duringan Assignment the Employment Business will engage the Agency Worker on a contract for services on these Terms. For the avoidance of doubt, the Agency Worker is not an employee of the Employment Business although the Employment Business is required to make the Deductions from the Agency Worker’s pay. These Terms shall not give rise to a contract of employment between the Employment Business and the Agency Worker, or the Agency Worker and the Hirer. The Agency Worker is supplied as a worker, and is entitled to certain statutory rights as such, but nothing in these Terms shall be construed as giving the Agency Worker rights in addition to those provided by statute except where expressly stated.
2.3. No variation or alteration to these Terms shall be valid unless the details of such variation are agreed between the Employment Business and the Agency Worker and set out in writing and a copy of the varied terms is given to the Agency Worker no later than 5 business days following the day on which the variation was made stating the date on or after which such varied terms shall apply.
2.4. The Employment Business shall act as an employment business(asdefinedinSection13(3) of the Employment Agencies Act 1973 [or in the Employment (Miscellaneous Provisions) (Northern Ireland) Order 1981 (as amended) when introducing or supplying the Agency Worker for Assignments with its Hirers.
3.1. The Employment Business will endeavour to obtain suitable Assignments for the Agency Worker to perform the agreed Type of Work. The Agency Worker shall not be obliged to accept any Assignment offered by the Employment Business.
3.2. The Agency Worker acknowledges that the nature of temporary work means that there may be periods when no suitable work is available and agrees that:
3.2.1. The suitability of the work to be offered shall be determined solely by the Employment Business; and
3.2.2. The Employment Business shall incur no liability to the Agency Worker should it fail to offer Assignments of the Type of Work or any other work to the Agency Worker.
3.3. At the same time as an Assignment is offered to the Agency Worker the Employment Business shall provide the Agency Worker with an Assignment Details Form setting out the following:
For the purposes of the Conduct Regulations:3.3.1. The identity of the Hirer, and if applicable the nature of their business;
3.3.2. The date the Assignment is to commence and the duration or likely duration of Assignment;
3.3.3. The Type of Work, location and details of hours during which the Agency Worker would be required to work;
3.3.4. The Actual Rate of Pay that will be paid, intervals and any expenses payable by or to the Agency Worker;
3.3.5. Any risks to health and safety known to the Hirer in relation to the Assignment and the steps the Hirer has taken to prevent or control such risks;
3.3.6. What experience, training, qualifications and any authorisation required by law or a professional body the Hirer considers necessary or which are required by law to work in the Assignment; and
For the purposes of Section 1 of the Employment Rights Act:3.3.7. Any other paid leave such as maternity, paternity or adoption leave;
3.3.8. The details of pension entitlements and pensions schemes; and
3.3.9. Any other benefits
3.4. Where the Employment Business does not give such information in paper form or by electronic means, it shall confirm the information by such means by the end of the third business day (excluding Saturday, Sunday and any Public or Bank Holiday) following except where:
3.4.1. The Agency Worker is being offered an Assignment in the same position as one in which the Agency Worker has previously been supplied within the previous 5 business days and such information has already been given to the Agency Worker and remains unchanged; or
3.4.2. Subject to clause 3.5, the Assignment is intended to last for 5 consecutive business days or less and such information has previously been given to the Agency Worker before and remains unchanged, the Employment Business needs only to provide written confirmation of the identity of the Hirer and the likely duration of the Assignment.
3.5. Where the provisions of clause 3.4 are met but the Assignment extends beyond the intended 5 consecutive business day period, the Employment Business shall provide such information set out in clause 3.3 to the Agency Worker in paper or electronic form within 8 days of the start of the Assignment.
3.6. For the purpose of calculating the average number of weekly hours worked by the Agency Worker on an Assignment for the purposes of the WTR, the start date for the relevant averaging period shall be the date on which the Agency Worker commences the First Assignment.
3.7. If, before or during an Assignment or during the Relevant Period,theHirerwishestoEngage the Agency Worker directly or through another employment business, the Agency Worker acknowledges that the Employment Business will be entitled either to charge the Hirer a Transfer Fee or to agree a Period of Extended Hire with the Hirer at the end of which the Agency Worker may be Engaged directly by the Hirer or through another employment business without further charge to the Hirer. In addition, the Employment Business will be entitled to charge a Transfer Fee to the Hirer if the Hirer introduces the Agency Worker to a third party (other than another employment business) who subsequently Engages the Agency Worker, directly or indirectly, before or during an Assignment or within the Relevant Period.
3.8. If the Agency Worker has completed the Qualifying Period on the start date of the relevant Assignment or following completion of the Qualifying Period during the relevant Assignment, and if the Agency Worker is entitled to any terms and conditions relating to the duration of working time, night work, rest periods and/or rest breaks under the AWR which are different and preferential to rights and entitlements relating to the same under the WTR, any such terms and conditions will be as set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form (as appropriate).
4.1. The Agency Worker is not obliged to accept any Assignment offered by the Employment Business but if the AgencyWorker does accept an Assignment, then during every Assignment and afterwards where appropriate, s/he will:
4.1.1.co-operate with the Hirer’s reasonable instructions and accept the direction, supervision and control of any responsible person in the Hirer’s organisation;
4.1.2.observe any relevant rules and regulations of the Hirer’s establishment (including normal hours of work) to which attention has been drawn or which the Agency Worker might reasonably be expected to ascertain;
4.1.3.take all reasonable steps to safeguard his or her own health and safety and that of any other person who may be present or be affected by his or her actions on the Assignment and comply with the Health and Safety policies and procedures of the Hirer;
4.1.4.not engage in any conduct detrimental to the interests of the Employment Business and/ or Hirer which includes any conduct which could bring the Employment Business and/or the Hirer into disrepute and/or which results in the loss of custom or business by either the Employment Business or the Hirer;
4.1.5.not commit any act or omission constituting unlawful discrimination against or harassment of any member of the Employment Business's or the Hirer's staff;
4.1.6.not at any time tell or give to any person, nor use for his or her own or any other person’s benefit, any Confidential Information relating to the Hirer’s or the Employment Business’s employees, business affairs, transactions or finances;
4.1.7.on completion of the Assignment or at any time when requested by the Hirer or the Employment Business, return to the Hirer or where appropriate, to the Employment Business, any Hirer property or items provided to the Agency Worker in connection with or for the purpose of the Assignment, including, but not limited to any equipment, materials, documents, swipe cards or ID cards, uniforms, personal protective equipment or clothing.
4.2 If the Agency Worker accepts any Assignment offered by the Employment Business, as soon as possible prior to the commencement of each such Assignment and during each Assignment (as appropriate) and at any time at the Employment Business’s request, the Agency Worker undertakes to:
4.2.1.inform the Employment Business of any Calendar Weeks prior to the date of commencement of the relevant Assignment and/or during the relevant Assignment in which the Agency Worker has worked in the same or a similar role with the relevant Hirer via any third party and which the Agency Worker believes count or may count toward the Qualifying Period;
4.2.2.provide the Employment Business with all the details of such work, including (without limitation) details of where, when and the period(s) during which such work was undertaken, and any other details requested by the Employment Business; and
4.2.3.inform the Employment Business if s/he has prior to the commencement of the relevant Assignment and/or during the relevant Assignment carried out work which could be deemed to count toward the Qualifying Period for the relevant Assignment in accordance with Regulation 9 of the AWR because s/he has:
188.8.131.52. completed two or more assignments with the Hirer;
184.108.40.206.completed at least one assignment with the Hirer and one or more earlier assignments with any member of the Hirer's Group; and/or
220.127.116.11. worked in more than two roles during an assignment with the Hirer and on at least two occasions worked in a role that was not the same role as the previous role.
4.3. If the Agency Worker is unable for any reason to attend work during the course of an Assignment s/he should inform the Employment Business within 1 hour of the commencement of the Assignment or shift. In the event that it is not possible to inform the Employment Business within these timescales, the Agency Worker should alternatively inform the Hirer and then the Employment Business as soon as possible.
4.4. If, either before or during the course of an Assignment, the Agency Worker becomes aware of any reason why s/he may not be suitable for an Assignment, s/he shall notify the Employment Business without delay.
4.5. The Agency Worker warrants that in relation to these Terms, s/he shall comply strictly with all provisions applicable to him/her under the Data Protection Laws and shall not do or permit to be done anything which might cause the Employment Business or the Hirer to breach any Data Protection Laws.
4.6. The Agency Worker acknowledges that any breach of his/her obligations set out in these Terms may cause the Employment Business to suffer loss and that the Employment Business reserves the right to recover such losses from the Agency Worker.
5.1. At the end of each week of an Assignment (or at the end of the Assignment where it is for a period of 1 week or less or is completed before the end of a week) the Agency Worker shall deliver to the Employment Business a timesheet duly completed to indicate the number of hours worked during the preceding week (or such lesser period) and signed by an authorised representative of the Hirer.
5.2. Subject to clause 5.3, the Employment Business shall pay the Agency Worker for all hours worked regardless of whether the Employment Business has received payment from the Hirer for those hours.
5.3. Where the Agency Worker does not submit a properly authenticated timesheet the Employment Business shall, in a timely fashion, conduct further investigations into the hours claimed by the Agency Worker and the reasons that the Hirer has refused to sign a timesheet in respect of those hours. This may delay any payment due to the Agency Worker. The Employment Business will not pay the Agency Worker for hours not worked.
5.4. For the avoidance of doubt and for the purposes of the WTR, the Agency Worker’sworking time shall only consist of those periods during which s/he is carrying out activities or duties for the Hirer as part of the Assignment. Time spent travelling to the Hirer’s premises (apart from time spent travelling between two or more premises of the Hirer), lunch breaks and other rest breaks shall not count as part of the Agency Worker’s working time for these purposes. This clause 5.4 is subject to any variation set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form which the Employment Business may make for the purpose of compliance with the AWR.
6.1. For each Assignment the Employment Business shall pay to the Agency Worker the Hourly Rate. The Actual Rate of Pay will be notified on a per Assignment basis and set out in the relevant Assignment Details Form.
6.2. If the Agency Worker has completed the Qualifying Period on the start of the relevant Assignment or following completion of the Qualifying Period during the relevant Assignment, the Employment Business shall pay to the Agency Worker the Actual QP Rate of Pay which will be notified on a per Assignment basis and set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form.
6.3. The Hourly Rate, Actual Pay of Rate or Actual QP Rate of Pay, as applicable, will be paid weekly in arrears, subject to any Deductions and or Agreed Deductions, together with any agreed Emoluments.
6.4. Subject to any statutory entitlement under the relevant legislation referred to in clauses 7 (Annual leave) and 8 (Sickness absence) below and any other statutory entitlement, the Agency Worker is not entitled to receive payment from the Employment Business or the Hirer for time not spent on Assignment, whether in respect of holidays, illness or absence for any other reason unless otherwise agreed.
6.5. Subject to compliance with Regulation 12 of the Conduct Regulations, the Employment Business reserves the right in its absolute discretion to deduct from the Agency Worker’s pay any sums which s/he may owe the Employment Business including, without limitation, any overpayments or loans made to the Agency Worker by the Employment Business or any losses suffered by the Employment Business as a result of his/her negligence or breach of either the Employment Business’s or the Hirer’s rules.
7.1. The Agency Worker is entitled to paid annual leave according to the statutory minimum as provided by the WTR from time to time. The current statutory entitlement to paid annual leave under the WTR is 5.6 weeks.
7.2. The Agency Worker’s entitlement to payment for annual leave under clause 7.1 accrues in proportion to the amount of time worked by him/ her on Assignment during the Leave Year.
7.3. Under the AWR, on completion of the Qualifying Period the Agency Worker may been titled to paid and/or unpaid annual leave in addition to the Agency Worker's entitlement to paid annual leave under the WTR and in accordance with clauses 7.1 and 7.2.
7.4. The Agency Worker must take all annual leave during the Leave Year in which it accrues and, except as may be set out in the relevant Assignment Details Form or any variation to the relevant Assignment Details Form, the Agency Worker may not carry any annual leave forward to the next year. The Agency Worker is responsible for ensuring that they request and take all paid annual leave within the Leave Year.
7.5. If the Agency Worker wishes to take paid annual leave during an Assignment s/he should notify the Employment Business of the dates of his/her intended absence giving notice of at least twice the length of the period of annual leave that s/he wishes to take. In certain circumstances, the Employment Business may require the Agency Worker to take paid annual leave at specific times or notify the Agency Worker of periods when paid annual leave cannot be taken. Where the Agency Worker has given notice of a request to take paid annual leave in accordance with this clause, the Employment Business may give counter-notice to the Agency Worker to postpone or reduce the amount of leave that the Agency Worker wishes to take. In such circumstances, the Employment Business will inform the Agency Worker in writing giving at least the same length of notice as the period of leave that it wishes to postpone or reduce it by.
7.6. Subject to clause 7.3, the amount of payment which the Agency Worker will receive in respect of periods of annual leave taken during an Assignment will be calculated in accordance with and paid in proportion to the number of hours which the Agency Worker has worked on Assignment.
7.7. Subject to clause 7.3, during any Assignment during the first Leave Year, the Agency Worker is entitled to request leave at the rate of one-twelfth of the Agency Worker’s total holiday entitlement in each month of the leave year.
7.8. Where a bank holiday or other public holiday falls during an Assignment and the Agency Worker does not work on that day, then subject to the Agency Worker having accrued entitlement to payment for leave in accordance with clause 7.2 or clause 7.3 (if applicable), that day shall count as part of the Agency Worker’s paid annual leave entitlement.
7.9. Where these Terms are terminated by either party, the Agency Worker shall repay to the Employment Business an amount in respect of any holiday periods taken in excess of the holiday entitlement for that year and the Agency Worker hereby authorises the Employment Business to take repayment of such monies by way of deduction from any final payment owed to the Agency Worker. If following such deduction the Agency Worker owes further monies in respect of pay received for annual leave taken but not accrued at the time of Termination, the Agency Worker will repay such monies within 14 days of termination of these terms.
8.1. The Agency Worker may be eligible for statutory sick pay(SSP) provided that s/he meets the relevant statutory criteria.8.2. The Agency Worker must give the Employment Business evidence of incapacity to work, which may be by way of a self-certificate for the first 7 days of incapacity and a doctor’s certificate thereafter.8.3. For the purposes of SSP thereis one qualifying day per week during the course of an Assignment and that qualifying day shall be the Wednesday in every week.8.4. If the Agency Worker submits a statement of fitness for work (“ the Statement”)or similar medical evidence, which indicates that the Agency Worker may, subject to certain conditions, be fit to work/return to work, the Employment Business will in its absolute discretion determine whether the Agency Worker will be (a) placed in a new Assignment or (b) permitted to continue in an ongoing Assignment. In making such determination the Employment Business may consult with the Hirer and the Agency Worker as appropriate to assess whether the conditions identified in the Statement or similar documentation can be satisfied for the duration of the Assignment.8.5. Where clause 8.4 applies, the Agency Worker’s placement in a new Assignment or continuation in an ongoing Assignment may be subject to the Agency Worker agreeing to a variation of the Terms or the assignment details set out in the Assignment Details Form to accommodate any conditions identified in the Statement or other similar medical evidence as is appropriate.
9.1. Any of the Employment Business, the Agency Worker or the Hirer may terminate the Agency Worker’s Assignment at any time without prior notice or liability.9.2. The Agency Worker acknowledges that the continuation of an Assignment is subject to and conditioned by the continuation of the contract entered into between the Employment Business and the Hirer. If the contract between the Employment Business and the Hirer is terminated for any reason, the Assignment shall cease with immediate effect without liability to the Agency Worker (except for payment for hours worked by the Agency Worker up to the date of termination of the Assignment).9.3. If the Agency Worker does not tell the Hirer or the Employment Businessthattheyare unable to attend work during the course of an Assignment (as required in clause 4.3) this will be treated as termination of the Assignment by the Agency Worker in accordance with clause 9.1, unless the Agency Worker can show that exceptional circumstances prevented him or her from complying with clause 18.104.22.168. If the Agency Worker is absent during an Assignment and the Assignment has not been otherwise terminated under clauses 9.1 or 9.3 above, the Employment Business will be entitled to terminate the Assignment in accordance with clause 9.1 if the work to which the Agency Worker was assigned is no longer available.9.5. If the Agency Worker does not report to the Employment Business to notify his/her availability for work for a period of 4 weeks, this contract for services will automatically terminate and the Employment Business will forward his/her P45 to his/her last known address.
The Agency Worker acknowledges that all copyright, trademarks, patents and other intellectual property rights deriving from services carried out by him/her for the Hirer during the Assignment shall belong to the Hirer. Accordingly, the Agency Worker shall execute all such documents and do all such acts as the Employment Business shall from time to time require in order to give effect to its rights pursuant to this clause.
11.1.In order to protect the confidentiality and trade secrets of any Hirer and the Employment Business and without prejudice to every other duty to keep secret all information given to it or gained in confidence the Agency Worker agrees as follows:
11.1.1. not at any time, whether during or after an Assignment (unless expressly so authorised by the Hirer or the Employment Business as a necessary part of the performance of its duties) to disclose to any person or to make use of any of the trade secrets or the Confidential Information of the Hirer or the Employment Business with the exception of information already in the public domain;
11.1.2. to deliver up to the Hirer or the Employment Business (as directed) at the end of each Assignment all documents and other materials belonging to the Hirer (and all copies) which are in its possession including documents and other materials created by him/her during the course of the Assignment; and
11.1.3. not at any time to make any copy, abstract, summary or précis of the whole or any part of any document or other material belonging to the Hirer except when required to do so in the course of its duties under an Assignment in which event any such item shall belong to the Hirer or the Employment Business as appropriate.
The Agency Worker acknowledges that the Employment Business must process personal data about him/her in order to properly fulfil its obligations under these Terms and as otherwise required by law in relation to his/ her engagement in accordance with the Data Protection Laws. Such processing will principally be for personnel, administrative and payroll purposes.
If any of the provisions of these Terms shall be determined by any competent authority to be unenforceable to any extent, such provision shall, to that extent, be severed from the remaining Terms, which shall continue to be valid to the fullest extent permitted by applicable laws.
All notices which are required to be given in accordance with these Terms shall be in writing and may be delivered personally or by first-class prepaid post to the registered office of the party upon whom the notice is to be served or any other address that the party has notified the other party in writing, including by email. Any such notice shall be deemed to have been served: if by hand when delivered; if by first class post 48 hours following posting; and if by email, when that email is sent.
None of the provisions of these Terms are intended to be for the benefit of or enforceable by third parties and the operation of the Contracts (Rights of Third Parties) Act 1999 is excluded.
These Terms are governed by the law of [England & Wales/Scotland/Northern Ireland] and are subject to the exclusive jurisdiction of the Courts of [England & Wales/Scotland/Northern Ireland].
Summary of how the scheme works:
The scheme is non-contributory and is paid for by the company. If any employee suffers bodily injury as a result of an accident in the United Kingdom (this does not include illness or sickness), at any time, not just whilst at work; then the following benefits apply:
An accident is defined as a sudden violent external unforeseen and identifiable event, occurring within the United Kingdom.
This Group Personal Accident Policy (the Policy) is non-contractual and is provided by The Mainstream Group Limited (the Company) on an ex-gratia basis to its employees, it may be withdrawn by the Company at any time without compensation. All claims are subject to the underlying terms and conditions of the Policy is final and is not subject to appeal.
It is agreed by all employees participating in the Policy that the Company shall have no liability, arising for all and any reason whatsoever, to any party including the employee and their
dependants(s) arising as a result this Policy, including for example, if a benefit is not paid at all or is not paid to the quantum anticipated by the employee and/or their dependant(s).
The policy is with Aviva and any queries or claims should be notified via our HR Director Kevin Stephens on 01795 418100 or email to email@example.com.
This is to advise of an impending change in Legislation which will in some cases benefit Agency workers on PAYE payrolls. Since 2011 all Staff employed by Mainstream Fleet Services have been registered and employed under a Swedish Derogation contract. This entails but is not limited to, Parity on certain Day 1 rights, such as:
Canteen facilities, Car park use, Rest room facilities and access to areas such as a Crèche, and if waiting lists apply then equal access tojoin them, and lastlyequal access toFull time vacancies ( but no guarantee of one).
In late 2010 prior to the Agency Worker Regulations going live in 2011, Sweden introduced a new piece of legislation that effectively gave an option to take Parity of pay away from the orig inal AWR Act. Companies obviously jumped at the chance to defend charge rates by ensuring virtually all Agencies changed to Swedish Derogation contracts of employment only. So, for the last 9 years Mainstreams PAYE workforce has been on the PBA Swedish Derogation contracts and not had the possible benefit of earning the rights to parity of pay.
The Government sponsored Taylor “Good Work report” identified that PBA Swedish Derogation clause 10 contracts did not effectively work to the benefit of Workers and as such has repealed the Act with effect from April 6th 2020.
What does this mean for you?
A worker has to accrue 12 weeks’ service with a Client (one day a week constitutes a week in this instance, for clarity Mainstream will use a pay week as the calculator model and not a fixed week) and accrual does not have to be continuous. There can be breaks of up to 6 weeks between accrual weeks and the clock will still continue. (there are other exceptions for longer term pauses on the clock, such as extended sickness, industrial action, shut downs, jury service and pregnancy). Once the 12 weeks is complete you will be entitled to:
The comparator is the day 1 starter rates of the workers employed on the same site as yourselves by the same Client, and, there has to be an Employed worker in the same role as you for the establishment of what parity may be. For example a site using you in a singular role/s would have no comparator, a site or area of a site using solely Agency staff with no full time workers would potentially have no comparators. Each situation will be judged on the legal guidelines and be led by discussions between the Agency and the Client.
Entitlements that are not gained through Parity:
As you can see this is a complex change in Legislation and Mainstream will be sending out further fact sheets in due course. In the shorter term the Contract you are currently employed on needs to be updated to allow for Clause 10 non Parity to be removed, in addition as this falls under “some other substantial reason” (SOSR) it is deemed as reasonably justified to change Contracts due to a change in legislation. By signing a new Contract, you retain total continuity of employment and all other static legal employment rights accrued too date.
As previously stated the changes come into force on the 6th April 2020 and accruals begin only from that point, no periods prior to this date of service will be considered. A point to note for the future is that accrual of service can be gained through more than one Agency and you should ensure that if you do work in a location for more than one Agency, you advise the new Agency at all times to ensure your entitlements are correctly judged and tracked.
Mainstream will track all workers to ensure the correct payments are made and during the course of the next month are hopeful that all parity rates will be visible. Until such time ra tes will remain in place as are, but in the event a Client decided to introduce an interim rate or Parity early, Mainstream will of course advise you in writing normally via the Notice of Assignment.
It is appreciated that this is a lot to take in but, for the most part it should for many (not all) beneficial to you, however between now and April 6th Mainstream urgently need the return of these new contracts, either by hand, e-mail or post. If you have any issues, please ensure you contact Mainstream and arrange for a chat or an appointment so that the proper time can be allocated to each case.
Click here to read Mainstream’s Data Processing Policy