Employe Contract - Zero Hours Contract 

between the Employer,

Rise Events T/A Caliamo London

of 251 Grays Inn Road, WC1X 8QT

and the Employee, 

 

Probationary Period

The employment is subject to the completion of a 2 week probationary period. During the probationary period, two weeks' notice may be given by either party to terminate this contract.
In lieu of notice during the probationary period, the Employer may pay the Employee the salary that he/she would have earned.

Job Description

The Employee is engaged initially to perform the duties of Bar Manager. The Employee will, however, be expected to carry out any other reasonable duties in line with his/her responsibilities to assist in the smooth running of the business. From time to time, with his/her agreement, the Employee's job description may be changed. The outline of the aforementioned duties can be found on separate correspondence entitled "Job Description' which will be supplied by the Director separately.

Medical Fitness 

It is a condition of the employment that the Employer is satisfied on the Employee's medical fitness to carry out his/her duties.

This appointment is conditional on a satisfactory Occupational Health Service/Employer's Doctor assessment.

Should it be deemed necessary during the course of the employment, the Employee may be required to attend for a medical examination from the Employer's Doctor/Occupational Health Service.

Qualifications

If the Employee's employment with the Employer is dependent upon the possession of particular qualifications or registration with a statutory Body or other Authority. then evidence of this must be produced on request. Failure to produce such evidence may lead to the termination of the employment.

Place Of Work

The normal place of work will be at Winter Wonderland - Hyde Park. Following reasonable notice and consultation, however, the Employee would be expected to work at any other premises if required. 

Working Hours

The working hours are 0 hours per week.The Employer may require the Employee to vary the pattern of his/her working hours to meet the needs of the service.

The Employee's entitlement to refreshment breaks will be in accordance with the Employer's practice.

Overtime payments

No additional payments will be made for overtime worked. Payment Frequency The Employee will be paid Weekly in arrears by BACS.

Overpayments

If the Employer makes an overpayment to the Employee to which he/she is not entitled, or which is more than that to which he/she is entitled, the Employer has the right to recover the overpayment by deductions from the Employee's salary or from other payments due to him/her. Any deductions will normally be made over the same period that the overpayment was made. It is in the Employee's interests to check his/her pay slips regularly.

Holidays

The Employee is entitled to 0 days of paid holiday per full working year, in addition to statutory/bank holidays as this is a temporary placement. At least 2 weeks notice must be given of intent to take any holiday of any duration which was not previously agreed to at interview.

Confidentiality

In the course of the employment the Employee may have access to confidential information concerning the Employer's affairs. On no account should any of this information be divulged in any format to any unauthorised person. Breaches of confidentiality will be dealt with through Disciplinary Action.

Other employment

During the hours of work, the Employee shall devote the whole of his/her time, energies and abilities to his/her contracted duties. The Employee shall not, without the Employer's written consent, be involved directly or indirectly with any business or employment which is similar to or in any way connected or competitive with the Employer's business. This does not include positions already held at the time of application.

Intellectual Property

The Employer shall retain ownership of any and all processes and inventions developed or created by the employee during the period of his/her employment with the Employer.

Sickness

The Employee is required to report any sickness absence as soon as is practicably possible to his/her immediate superior. The Employee must, if requested, provide a medical certificate of sickness signed by a registered medical practitioner.
Sick pay entitlement is at the Statutory Sick Pay rate up to the statutory number of total sick-leave weeks. Failure to report absence from work will invoke immediate dismissal from the company and any remaining unpaid wages will be held by the company indefinitely.

Pension

You are not entitled to any pension payments due to the nature of this position being under a temporary contract.

Remuneration

You will be paid a rate of £10.50 per hour. You will also receive a bonus of 50p per hour which is payable on completion of the contract within the final payment. Should the contract be terminated either by the employee or the employer during the period of employment, any unpaid bonuses will be forfeited by the employee back to the employer. You may also receive other ad hoc bonuses at the discretion of the Director.

Notice Of Termination 

The Employee is obliged to give the Employer 2 weeks notice to terminate his/her contract of employment. The Employer is obliged to give the Employee the statutory minimum amount of notice before terminating his/her contract. In the event the employee terminates his/her contract early without prior written consent from the director, any unpaid wages will be held by the company indefinitely.

Redundancy

If the Employer decides to reduce manning levels, suitable volunteers will be asked for. In addition, the Employer may select other employees for redundancy on the basis of an assessment of relative capabilities, performance, service length, conduct, reliability, attendance record and suitability for the remaining work. In the event of redundancy, statutory redundancy terms will apply.

Rules Of Conduct 

The Employee must: not endanger the health or safety of any employee whilst at work. at all times use as instructed any protective clothing or equipment which has been issued. immediately report accidents, no matter how slight. observe all rules concerning smoking and fire hazards. act wholeheartedly in the interests of the Employer at all times. acquaint himself/herself with all authorised notices displayed at his/her place of work. inform the Employer if he/she contracts a contagious illness. not remove any material or equipment from his/her place of work without prior permission. not use the Employer's time, material or equipment for unauthorised work. at all times follow Employer's working and operation procedures.

Misconduct leading to summary dismissal without notice

Theft of the Employer's property.
Fighting, physical assault or dangerous horseplay. Failure to carry out a direct instruction from a superior during working hours. Use of bad language or aggressive behaviour on the Employer's premises or in front of Wilful and/or deliberate damage of the Employer's property. Incapability through alcohol or illegal drugs. Endangering the health or safety of another person at the place of work. Deliberately falsifying the Employer's records. Receiving bribes to affect the placing of business with a supplier of goods or services. Falsely claiming to be sick in order to defraud the Employer.

 

Disciplinary Action

Should the need for disciplinary action be deemed necessary, this will be taken in accordance with the Employer's Policy and Procedure on Disciplinary Action. Authority to dismiss the Employee is vested in the Director with responsibility for the Employee, or his/her nominated deputy, and the Employee's right of appeal is as outlined in the Procedure.

Grievances 

Where the Employee has a grievance relating to any aspect of his/her employment he/she should contact his/her immediate manager and give full details of his/her grievance, in confidence. The Employee should allow reasonable time for consideration of all the facts before remedial action can be taken. The Employee's manager should respond within five working days. Where the Employee's immediate manager is not able satisfactorily to resolve the grievance, the Employee should refer the matter in writing to the most senior manager available. The Employee has the right to be accompanied by a work colleague or by another person as permitted under the Employment Relations Act (1999) throughout the grievance procedure.

Policies and procedures

Any policy or procedure referred to within this contract of employment can be found on a separate document entitled Rise Events Employee handbook'. These policies must be adhered to at all times.

If you are in agreement with the above terms and conditions, please sign both copies of this Contract, retain one and return the other to me.

Signed for Rise Events. Registered Company- Caliamo London LTD