Contract of Services

Holding your ID picture example.

Company 1 - Please include: Company name and address. One person for contact; Position; (Contact Number if known)

Annex A – Data Protection Privacy Statement

1. Collection and use of personal data

a. Purpose of processing and legal basis

Regional Recruitment Services will collect your personal data (which may include sensitive personal data) and will process your personal data for the purposes of providing you with work finding services. This includes for example, contacting you about job opportunities, assessing your suitability for those opportunities, updating our databases, putting you forward for job opportunities, arranging payments to you and developing and managing our services and relationship with you and our clients.In some cases we may be required to use your data for the purpose of investigating, reporting and detecting crime and also to comply with laws that apply to us.

We may also use your information during the course of internal audits to demonstrate our compliance with certain industry standards.

The legal bases we rely upon to offer these services to you are:

• Your consent
• Where we have a legitimate interest
• To comply with a legal obligation that we have
• To fulfil a contractual obligation that we have with you

b.Legitimate interest

This is where Regional Recruitment Services has a legitimate reason to process your data provided it is reasonable and does not go against what you would reasonably expect from us. Where Regional Recruitment Services has relied on a legitimate interest to process your personal data our legitimate interests is/are as follows:

• Providing work-finding services to the individual, including sending their information to your clients where they have demonstrated an interest in doing that particular type of work but not expressly consented to you passing on their CV
• Managing our database and keeping work-seeker records up to date
  Contacting the individual to seek our consent where we need it
• To comply with a legal obligation that we have
• To fulfil a contractual obligation that we have with you
• Contacting the individual with information about similar products or services that they have used from you recently
• Passing work-seeker’s information to debt collection agencies.

c. Recipient/s of data

Regional Recruitment Services will process your personal data and/or sensitive personal data with the following recipients:

• Clients that we introduce or supply individuals to.
• Candidates’ former or prospective new employers that we obtain or provide
  references to.
• The Recruitment and Employment Confederation.
  Any other third parties who carry out audits to ensure that we run our business
  correctly.
• Payroll service providers who manage our payroll on our behalf.
  Any umbrella companies that we pass candidate data to.
  Other recruitment agencies in the supply chain (e.g. master/neutral vendors and second tier suppliers).
• Our insurers
• Our legal advisers
• Social networks
• Our IT and CRM providers
• Any public information sources and third-party organisations that we may use to carry out suitability checks on work-seekers e.g. Companies House, the Disclosure and Barring Service (DBS), National College for Teaching and Leadership (NCTL),Nursing and Midwifery Council (NMC), General Medical Council (GMC), DVLA, credit
  reference agencies.
• Government, law enforcement agencies and other regulators e.g., the Police, Home Office, HMRC. Employment Agencies Standards Inspectorate (EASI), Local Authority Designated Officers (LADOs), GLAA.
• Trade unions.
• Any of our group companies.

Any other organizations an individual asks you to share their data with. Please note
that this is not an exhaustive list.

d. Statutory/contractual requirement

Your personal data is required by law and/or a contractual requirement (e.g. our client may require this personal data), and/or a requirement necessary to enter into a contract. You are obliged to provide the personal data and if you do not the consequences of failure to provide the data are:

• Regional Recruitment Services may not be able to introduce or supply a work seeker to a client.

2. Overseas Transfers

Regional Recruitment Services may transfer only the information you provide to us to countries outside the European Economic Area (‘EEA’) for the purposes of  providing you with work-finding services. We will take steps to ensure adequate protections are in place to ensure the security of your information. The EEA comprises the EU member states plus Norway, Iceland and Liechtenstein.

3. Data Retention

Regional Recruitment Services will retain your personal data only for as long as is necessary for the purpose we collect it. Different laws may also require us to keep different data for different periods of time.

The Conduct of Employment Agencies and Employment Businesses Regulations 2003, require us to keep work-seeker records for at least one year from (a) the date of their creation or (b) after the
date on which we last provide you with work-finding services.

We must also keep your payroll records, holiday pay, sick pay and pension’s auto-enrolment records for as long as is legally required by HMRC and associated national minimum wage, social security and tax legislation.

Where Regional Recruitment Services has obtained your consent to process your personal and sensitive personal data, we will do so in line with our retention policy. Upon expiry of that period Regional Recruitment Services will seek further consent from you. Where consent is not granted Regional Recruitment Services will cease to process your personal data and sensitive personal data.

4. Your Rights

Please be aware that you have the following data protection rights:

The right to be informed about the personal data Regional Recruitment Services
processes on you;

The right of access to the personal data Regional Recruitment Services processes on you;

• The right to rectification of your personal data;
• The right to erasure of your personal data in certain circumstances;
• The right to restrict processing of your personal data;
• The right to data portability in certain circumstances;
• The right to object to the processing of your personal data that was based on a public or legitimate interest;
• The right not to be subjected to automated decision making and profiling; and
• The right to withdraw consent at any time.

Where you have consented to Regional Recruitment Services processing your personal data and sensitive personal data you have the right to withdraw that consent at any time by contacting Guleid Fouad-Business Manager (Guleid@RegionalRecruitment.com) who is the person in our organisation who handles data protection issues.

There may be circumstances where Regional Recruitment Services will still need to process your data for legal or official reasons. We will inform you if this is the case. Where this is the case, we will restrict the data to only what is necessary for the purpose of meeting those specific reasons. If you believe that any of your data that Regional Recruitment Services processes is incorrect or incomplete, please contact us using the details above and we will take reasonable steps to check
its accuracy and correct it where necessary.

You can also contact us using the above details if you want us to restrict the type or amount of data we process for you, access your personal data or exercise any of the other rights listed above.

5. Complaints Or Queries

If you wish to complain about this privacy notice or any of the procedures set out in it please contact:

Zaka Ullah
Managing Director
E: Zaka@regionalrecruitment.com
T: 0116 262 3733
A:  Unit 5, Centre Court, Interchange 21M Meridian Business Court, Leicester LE19 1WR 

You also have the right to raise concerns with Information Commissioner’s Office on 0303 1231113 or at https://ico.org.uk/concerns/, or any other relevant supervisory authority should your personal data be processed outside of the UK, if you believe that your data protection rights have not been adhered to.

1. DEFINITIONS

1.1.
In this Agreement the following definitions apply:

“Agency Worker” means [worker name ];
“Assignment” means the period during which the Agency Worker is supplied to provide services to the Client;
“Client” means the person, firm or corporate body using the services of the Agency Worker;
“Employment Business” means Regional Recruitment Services Limited, (registered company number [06554340]) of [21-23
High Street, Leicester, LE1 4FP]; and
“Working Week” means an average of 48 hours each week calculated over a 17-week reference period.

1.2.
References to the singular include the plural and references to the masculine include
the feminine and vice versa.

1.3.
The headings contained in this Agreement are for convenience only and do not affect
their interpretation.

2.
RESTRICTION
The Working Time Regulations 1998 [or the Working Time (Northern Ireland)
Regulations 1998] (as amended) provide that the Agency Worker shall not work on
an Assignment with the Client in excess of the Working Week unless s/he agrees in
writing that this limit should not apply.

3.
CONSENT
The Agency Worker hereby agrees that the Working Week limit shall not apply to the
Assignment.

4.

48 HOUR OPT OUT AGREEMENT

WITHDRAWAL OF CONSENT

4.1.
The Agency Worker may end this Agreement by giving the Employment Business 1
months notice in writing.

4.2.
For the avoidance of doubt, any notice bringing this Agreement to an end shall not be
construed as termination by the Agency Worker of an Assignment with a Client.

4.3.
Upon the expiry of the notice period set out in clause 4.1 the Working Week limit
shall apply with immediate effect.

5.
THE LAW
This Agreement is governed by the law of England & Wales and is subject to the
exclusive jurisdiction of the Courts of England & Wales.

Annex A – Data Protection Privacy Statement

1. Collection and use of personal data

a. Purpose of processing and legal basis

Regional Recruitment Services will collect your personal data (which may include sensitive personal data) and will process your personal data for the purposes of providing you with work finding services. This includes for example, contacting you about job opportunities, assessing your suitability for those opportunities, updating our databases, putting you forward for job opportunities, arranging payments to you and developing and managing our services and relationship with you and our clients.In some cases we may be required to use your data for the purpose of investigating, reporting and detecting crime and also to comply with laws that apply to us.

We may also use your information during the course of internal audits to demonstrate our compliance with certain industry standards.

The legal bases we rely upon to offer these services to you are:

• Your consent
• Where we have a legitimate interest
• To comply with a legal obligation that we have
• To fulfil a contractual obligation that we have with you

b.Legitimate interest

This is where Regional Recruitment Services has a legitimate reason to process your data provided it is reasonable and does not go against what you would reasonably expect from us. Where Regional Recruitment Services has relied on a legitimate interest to process your personal data our legitimate interests is/are as follows:

• Providing work-finding services to the individual, including sending their information to your clients where they have demonstrated an interest in doing that particular type of work but not expressly consented to you passing on their CV
• Managing our database and keeping work-seeker records up to date
  Contacting the individual to seek our consent where we need it
• To comply with a legal obligation that we have
• To fulfil a contractual obligation that we have with you
• Contacting the individual with information about similar products or services that they have used from you recently
• Passing work-seeker’s information to debt collection agencies.

c. Recipient/s of data

Regional Recruitment Services will process your personal data and/or sensitive personal data with the following recipients:

• Clients that we introduce or supply individuals to.
• Candidates’ former or prospective new employers that we obtain or provide
  references to.
• The Recruitment and Employment Confederation.
  Any other third parties who carry out audits to ensure that we run our business
  correctly.
• Payroll service providers who manage our payroll on our behalf.
  Any umbrella companies that we pass candidate data to.
  Other recruitment agencies in the supply chain (e.g. master/neutral vendors and second tier suppliers).
• Our insurers
• Our legal advisers
• Social networks
• Our IT and CRM providers
• Any public information sources and third-party organisations that we may use to carry out suitability checks on work-seekers e.g. Companies House, the Disclosure and Barring Service (DBS), National College for Teaching and Leadership (NCTL),Nursing and Midwifery Council (NMC), General Medical Council (GMC), DVLA, credit
  reference agencies.
• Government, law enforcement agencies and other regulators e.g., the Police, Home Office, HMRC. Employment Agencies Standards Inspectorate (EASI), Local Authority Designated Officers (LADOs), GLAA.
• Trade unions.
• Any of our group companies.

Any other organizations an individual asks you to share their data with. Please note
that this is not an exhaustive list.

d. Statutory/contractual requirement

Your personal data is required by law and/or a contractual requirement (e.g. our client may require this personal data), and/or a requirement necessary to enter into a contract. You are obliged to provide the personal data and if you do not the consequences of failure to provide the data are:

• Regional Recruitment Services may not be able to introduce or supply a work seeker to a client.

2. Overseas Transfers

Regional Recruitment Services may transfer only the information you provide to us to countries outside the European Economic Area (‘EEA’) for the purposes of  providing you with work-finding services. We will take steps to ensure adequate protections are in place to ensure the security of your information. The EEA comprises the EU member states plus Norway, Iceland and Liechtenstein.

3. Data Retention

Regional Recruitment Services will retain your personal data only for as long as is necessary for the purpose we collect it. Different laws may also require us to keep different data for different periods of time.

The Conduct of Employment Agencies and Employment Businesses Regulations 2003, require us to keep work-seeker records for at least one year from (a) the date of their creation or (b) after the
date on which we last provide you with work-finding services.

We must also keep your payroll records, holiday pay, sick pay and pension’s auto-enrolment records for as long as is legally required by HMRC and associated national minimum wage, social security and tax legislation.

Where Regional Recruitment Services has obtained your consent to process your personal and sensitive personal data, we will do so in line with our retention policy. Upon expiry of that period Regional Recruitment Services will seek further consent from you. Where consent is not granted Regional Recruitment Services will cease to process your personal data and sensitive personal data.

4. Your Rights

Please be aware that you have the following data protection rights:

The right to be informed about the personal data Regional Recruitment Services
processes on you;

The right of access to the personal data Regional Recruitment Services processes on you;

• The right to rectification of your personal data;
• The right to erasure of your personal data in certain circumstances;
• The right to restrict processing of your personal data;
• The right to data portability in certain circumstances;
• The right to object to the processing of your personal data that was based on a public or legitimate interest;
• The right not to be subjected to automated decision making and profiling; and
• The right to withdraw consent at any time.

Where you have consented to Regional Recruitment Services processing your personal data and sensitive personal data you have the right to withdraw that consent at any time by contacting Guleid Fouad-Business Manager (Guleid@RegionalRecruitment.com) who is the person in our organisation who handles data protection issues.

There may be circumstances where Regional Recruitment Services will still need to process your data for legal or official reasons. We will inform you if this is the case. Where this is the case, we will restrict the data to only what is necessary for the purpose of meeting those specific reasons. If you believe that any of your data that Regional Recruitment Services processes is incorrect or incomplete, please contact us using the details above and we will take reasonable steps to check
its accuracy and correct it where necessary.

You can also contact us using the above details if you want us to restrict the type or amount of data we process for you, access your personal data or exercise any of the other rights listed above.

5. Complaints Or Queries

If you wish to complain about this privacy notice or any of the procedures set out in it please contact:

Zaka Ullah
Managing Director
E: Zaka@regionalrecruitment.com
T: 0116 262 3733
A:  Unit 5, Centre Court, Interchange 21M Meridian Business Court, Leicester LE19 1WR 

You also have the right to raise concerns with Information Commissioner’s Office on 0303 1231113 or at https://ico.org.uk/concerns/, or any other relevant supervisory authority should your personal data be processed outside of the UK, if you believe that your data protection rights have not been adhered to.

SCHEDULE: “QUALIFYING PERIOD” AND “TEMPORARY WORK AGENCY”

For the purpose of the definition of "Qualifying Period" in clause 1.1 of these Terms, when
calculating whether any weeks completed with the Hirer count as continuous towards the
Qualifying Period, where:
• the Agency Worker has started working during an assignment and there is a break, either
between assignments or during an assignment, when the Agency Worker is not working;
• the break is:
• for any reason and not more than six Calendar Weeks;
• wholly due to the fact that the Agency Worker is incapable of working in consequence
of sickness or injury and the break is 28 Calendar Weeks or less; paragraph (iii) does
not apply; and, if required to do so by the Employment Business, the Agency Worker
has provided such written medical evidence as may reasonably be required;
• related to pregnancy, childbirth or maternity and is at a time in a protected period,
being a period beginning at the start of the pregnancy and ending at the end of the 26
weeks beginning with childbirth (being the birth of a living child or the birth of a child
whether living or dead after 24 weeks of pregnancy) or, if earlier, when the Agency
Worker returns to work;
• wholly for the purpose of taking time off or leave, whether statutory or contractual, to
which the Agency Worker is otherwise entitled which is:
• ordinary, compulsory or additional maternity leave;
• ordinary or additional adoption leave;
• ordinary or additional paternity leave;
• time off or other leave not listed in paragraphs (iv)i, ii, or iii above; or
• for more than one of the reasons listed in paragraphs (iv)i, ii, iii to iv above;
• wholly due to the fact that the Agency Worker is required to attend at any place in
pursuance to being summoned for service as a juror and the break is 28 Calendar
Weeks or less;
• wholly due to a temporary cessation in the Hirer's requirement for any worker to be
present at the establishment and work in a particular role for a pre-determined period
of time according to the established custom and practices of the Hirer;
• wholly due to a strike, lock-out or other industrial action at the Hirer's establishment;
or
• wholly due to more than one of the reasons listed in paragraphs (ii), (iii), (iv), (v), (vi)
or (vii); and
• the Agency Worker returns to work in the same role with the Hirer, any weeks during
which the Agency Worker worked for the Hirer before the break shall be carried forward
and treated as counting towards the Qualifying Period with any weeks during which the
Agency Worker works for the Hirer after the break. In addition, when calculating the
number of weeks during which the Agency Worker has worked, where the Agency Worker
has started working in a role during an Assignment and is unable to continue working for a
reason described in paragraph (b)(iii) or (b)(iv)i., ii., or iii., for the period that is covered by
one or more such reasons, the Agency Worker shall be deemed to be working in that role
with the Hirer for the original intended duration or likely duration of the relevant
Assignment, whichever is the longer. For the avoidance of doubt, time spent by the
Agency Worker working during an assignment before 1 October 2011 does not count for
the purposes of the definition of "Qualifying Period".
"Temporary Work Agency" means as defined in Regulation 4 of the AWR being a person engaged
in the economic activity, public or private, whether or not operating for profit, and whether or not
carrying on such activity in conjunction with others, of:
• supplying individuals to work temporarily for and under the supervision and direction of
hirers; or
• paying for, or receiving or forwarding payment for, the services of individuals who are supplied to work temporarily for and under the supervision and direction of hirers.

Notwithstanding paragraph (b) of this definition a person is not a Temporary Work Agency if the person is engaged in the economic activity of paying for, or receiving or forwarding payments for, the services of individuals regardless of whether the individuals are supplied to work for hirers. For the purpose of this definition, a "hirer" means a person engaged in economic activity, public or private, whether or not operating for profit, to whom individuals are supplied, to work temporarily for and under the supervision and direction of that person.