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DEFINITIONS AND INTERPRETATION

a In these Terms the following definitions apply:

“Supply Worker” - means the individual who is introduced by the Employment Business to provide services to the Hirer;

“Assignment” - means assignment services to be performed by the Temporary / Supply Worker for the Hirer for a period of time during which the Temporary / Supply Worker is supplied by the Employment Business to work temporarily for and under the supervision and direction of the Hirer;

“Assignment Details Form”- means written confirmation of the assignment details agreed with the Hirer prior to commencement of the Assignment.

“AWR” - means the Agency Workers Regulations 2010; This also apply to Supply worker / Temporary Worker

“AWR Claim” - means any complaint or claim to a tribunal or court made by or on behalf of the Supply Worker against the Hirer and /or the Employment Business for any breach of the AWR;

“Calendar Week” - means any period of seven days starting with the same day as the first day of the Temporary / Supply Worker First Assignment;

“Charges” - means the Employment Business’s charges calculated in accordance with clause 6 and as may be varied from time to time in accordance with these Terms;

“Comparable Employee” - means as defined in Schedule 1 to these Terms;

“Conduct Regulations” - means the Conduct of Employment and Employment Businesses Regulations 2003;

“Confidential Information” - means any and all confidential commercial, financial, marketing, technical or other information

or data of whatever nature relating to the Hirer or Employment Business or their business or affairs (including but not limited to these Terms, data, records, reports, agreements, software, programs, specifications, know-how, trade secrets and other information concerning the Assignment) in any form or medium whether disclosed or granted access to whether in writing, orally or by any other means, provided to the Temporary / Supply Worker or any third party in relation to the Assignment by the Hirer or the Employment Business or by a third party on behalf of the Hirer whether before or after the date of these Terms together with any reproductions of such information in any form or medium or any part(s) of such information;

“Control” - means (a) the legal or beneficial ownership, directly or indirectly, of more than 50% of the issued share capital or similar right of ownership; or (b) the power to direct or cause the direction of the affairs and/or general management of the company, partnership, statutory body or other entity in question, whether through the ownership of voting capital, by contract or otherwise, and "Controls" and "Controlled" shall be construed accordingly;

“Data Protection Laws” - means the Data Protection Act 1998, any applicable statutory or regulatory provisions and all European Directives and regulations in force from time to time relating to the protection and transfer of personal data;

“Employment Business” - Eyesto Education Limited (registered company no 13656732) of 1st Floor Left Wing, Office 8-10 Cambrian Building, West Bute Street, Cardiff, CF10 5FL, Wales (“the main office Employment Business”).

“First Assignment” means:

1. the relevant Assignment; or

  c. if, prior to the relevant Assignment: The Temporary / Supply Worker has worked in any assignment

 

1. In the same role with the relevant Hirer as the role in which the Temporary / Supply Worker Worker works in the

relevant Assignment: and 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 Temporary / Supply Worker is supplied by one or more Temporary / Supply Worker Work in businesses to the relevant Hirer to work temporarily for and under the 

supervision and direction of the relevant Hirer);

 

“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 Temporary / Supply Worker Worker is introduced;

“Hirer's Group” - means (a) any individual, company, partnership, statutory body or other entity which from time to time Controls the Hirer, including (but not limited to) as a holding company as defined in section 1159 of the Companies Act 2006; and (b) any company, partnership, statutory body or other entity which from time to time is Controlled by or is under common Control with the Hirer, including (but not limited to) as a subsidiary or holding company as defined in section 1159 of the Companies Act 2006;

“Introduction” – means:

(i)    the passing to the Hirer of a curriculum vitae or information which identifies the Temporary / Supply Worker Worker; or

(ii)                                                     the Hirer’s interview of the Temporary / Supply Worker Worker (in person or by telephone or by any other

means), following the Hirer’s instruction to the Employment Business to supply a temporary worker; or

(iii)                                                    the supply of the Temporary Worker; and, in any case, which leads to an Engagement of the temporary worker; and “Introduced” and "Introducing" shall be construed accordingly;

“Losses” - means all losses, liabilities, damages, costs, expenses, fines, penalties or interest, whether direct, indirect,

special or consequential (including without limitation, any economic

loss or other loss of profits, business or goodwill, management time and reasonable legal fees) and charges, including such items arising out of or resulting from actions, proceedings, claims and demands;

“Period of Extended Hire” - means any additional period that the Hirer wishes the Temporary / Supply Worker to be supplied for beyond the duration of the original Assignment or series of Assignments as an alternative to paying a Transfer Fee;

“Qualifying Period” - means 12 continuous Calendar Weeks during the whole or part of which the Temporary / Supply Worker is supplied by one or more Temporary / Supply Work Agencies to the relevant Hirer to work temporarily for and under the supervision and direction of the relevant Hirer in the same role, and as further defined in Schedule 1 to these Terms;

“Relevant Period” - means the later of (a) the period of 8 weeks commencing on the day after the last day on which the Temporary / Supply Worker worked for the Hirer having been supplied by the Employment Business; or (b) the period of 14 weeks commencing on the first day on which the Temporary / Supply Worker worked for the Hirer having been supplied by the Employment Business or 14 weeks from the first day of the most recent Assignment where there has been a break of more than 6 weeks (42 days) since any previous assignment;

“Relevant Terms and Conditions” means terms and conditions relating to:

pay;

1. the duration of working time;

2. night or day work;

3. rest periods;

4. rest breaks; and

5. annual leave

that are ordinarily included in the contracts of employees or workers (as appropriate) of the Hirer whether by collective agreement or otherwise and including (for the avoidance of doubt and without limitation) such terms and conditions that have become contractual by virtue of custom and practice, including copies of all relevant documentation will need to be in place;

“Remuneration”- includes gross base salary or fees, guaranteed and/or anticipated bonus and commission earnings, allowances, inducement payments, the benefit of a company car and all other payments and taxable (and, where applicable, non-taxable) emoluments payable to or receivable by the Temporary / Supply Worker for services provided to or on behalf of the Hirer.

“Temporary Work ” - means as defined in Schedule 1 to these Terms;

“Terms”- means these terms of business (including the attached schedules) together with any applicable Assignment Details Form;

“Transfer Fee” - means the fee payable in accordance with clause 8 of these Terms and Regulation 10 of the Conduct Regulations;

“Vulnerable Person” - means any person who by reason of age, infirmity, illness, disability or any other circumstance is in need of care or attention, and includes any person under the age of eighteen; and

“WTR” - means the Working Time Regulations 1998.

b.1.  Unless the context otherwise requires, references to the singular include the plural and references to the masculine include the feminine and vice versa.

b.2. The headings contained in these Terms are for convenience only and do not affect their interpretation.

b.3.  Any reference, 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.

 

                                                                                                                           

  THE CONTRACT

1.1.  These Terms constitute the entire agreement between the Employment Business and the Hirer for the supply of the Temporary Worker’s services by the Employment Business to the Hirer and are deemed to be accepted by the Hirer by virtue of its request for, interview with or Engagement of the Temporary Worker, or the passing of any information by the Hirer about an Temporary Worker to any third party following an Introduction.

1.2.  Unless otherwise agreed in writing by a director the Employment Business, these Terms prevail over any terms of business or purchase conditions (or similar) put forward by the Hirer.

1.3.  Subject to, no variation or alteration to these Terms shall be valid unless the details of such variation are agreed between a director of the Employment Business and the Hirer and are set out in writing and a copy of the varied Terms is given to the Hirer stating the date on or after which such varied Terms shall apply.

1.4. The Employment Business shall act as an employment business (as defined in Section 13(3) of the Employment Agencies Act 1973 (as amended) when Introducing Temporary Workers for Assignments with the Hirer.

 

 HIRER OBLIGATIONS

2.1.  To enable the Employment Business to comply with its obligations under the Conduct Regulations the Hirer undertakes to provide to the Employment Business details of the position which the Hirer seeks to fill, including the following:

2.1.1.        the type of work that the Temporary Worker would be required to do on duty;

2.1.2.                the location and hours of work;

2.1.3.       the experience, training, qualifications, identification and any authorisation which the Hirer considers necessary, or which are required by law or any professional body for the Temporary Worker to possess in order to work in the position;

2.1.4.     any risks to health or safety known to the Hirer and what steps the Hirer has taken to prevent or control such

                Risks to workers;

2.1.5.             the date the Hirer requires the Temporary Worker to commence the Assignment; and

2.1.6.               the duration or likely duration of the Assignment.

2.2.  The Hirer will assist the Employment Business in complying with the Employment Business's duties under the WTR by supplying any relevant information about the Assignment requested by the Employment Business and the Hirer will not do anything to cause the Employment Business to be in breach of its obligations under these Regulations. If the Hirer requires the services of an Temporary Worker for more than 48 hours in any week during the course of an Assignment, the Hirer must notify the Employment Business of this requirement before the commencement of the Assignment or at the very latest notice, where this is not reasonably practicable, before the commencement of the week in which the Hirer requires the Temporary Worker to work in excess of 48 hours.

2.3. The Hirer will comply with its obligations under Regulation 12 (Rights of agency / Temporary workers in relation to access to collective facilities and amenities) and 13 (Rights of agency / Temporary workers in relation to access to employment) of the AWR.

2.4. To enable the Employment Business to comply with its obligations under the AWR, the Hirer undertakes as soon as possible prior to the commencement of each Assignment and during each Assignment (as appropriate) and at any time at the Employment Business’s request:

2.4.1.     to inform the Employment Business of any Calendar Weeks in which the Temporary Worker has worked in the same or a similar role with the Hirer prior to the date of commencement of the relevant

Assignment and/or during the relevant Assignment which count or may count towards the Qualifying Period;

2.4.2.     if, the Temporary Worker has worked in the same or a similar role with the Hirer via the prior to the date of commencement of the relevant Assignment and/or works in the same or a similar role with the Hirer v during the relevant Assignment, to provide the Employment Business with all the details of such work which may count towards the Qualifying Period, 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;

2.4.3.     to inform the Employment Business if, the Temporary Worker has prior to the date of 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:

2.4.3.1.            completed two or more assignments with the Hirer; completed at least one assignment with the Hirer and one or more earlier assignments with any member of the Hirer's Group; and/or

2.4.3.2.     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;

2.4.4. save where the Temporary Worker will not complete the Qualifying Period during the term of the Assignment, to:

2.4.4.1.     provide the Employment Business with written details of the basic working and employment conditions the Temporary Worker would be entitled to for doing the same job if the Temporary Worker had been recruited directly by the Hirer as an employee or worker at the time the Qualifying Period commenced or with those of a

Comparable Employee, such basic working and employment conditions being the Relevant Terms and Conditions;

2.4.4.2.     inform the Employment Business in writing whether the Relevant Terms and Conditions provided are those of a hypothetical directly recruited employee or worker or those of a Comparable Employee;

2.4.4.3.     if the Relevant Terms and Conditions provided are those of a Comparable Employee, provide the Employment Business with a written explanation of the basis on which the Hirer considers that the relevant individual is a Comparable Employee; and

2.4.4.4.     inform the Employment Business in writing of any variations in the Relevant Terms and Conditions made at any time during the relevant Assignment after the Qualifying Period commenced; and

2.4.5.       save where the Temporary Worker will not complete the Qualifying Period during the term of the Assignment, to provide the Employment Business with written details of its pay and benefits structures and appraisal processes and any variations of the same.

3.   The Hirer will comply with all the Employment Business’s requests for information and any other requirements to enable the Employment Business to comply with the AWR.

3.6.         The Hirer warrants that:

3.6.1.     all information and documentation supplied to the Employment Business in accordance with clauses 3.4 and

3 is complete, accurate and up-to-date; and

3.6.2. it will, during the term of the relevant Assignment, immediately inform the Employment Business in writing of any subsequent change in any information or documentation provided in accordance with clauses 3.4 and 3.5.

3.7. Without prejudice to clauses 14.7 and 14.8, the Hirer shall inform the Employment Business in writing of any:

3.7.1.     oral or written complaint the Agency / Temporary Worker makes to the Hirer which is or may be a complaint connected with rights under the AWR; and

3.7.2.     written request for information relating to the Relevant Terms and Conditions that the Hirer receives from the Temporary Worker as soon as possible but no later than 7 calendar days from the day on which any such oral complaint is made to or written complaint or request is received by the Hirer and the Hirer will take such action and give such information and assistance as the Employment Business may request, and within any timeframe requested by the Employment Business, in order to resolve any such complaint or to provide any such information in a written statement to the Agency Worker within 28 days of the Hirer's receipt of such a request in accordance with Regulation 16 of the AWR and the Hirer will provide the Employment Business with a copy of any such written statement.

3.8.  The Hirer undertakes that it knows of no reason why it would be detrimental to the interests of the Temporary Worker for the Temporary Worker to fill the Assignment.

                   

 INFORMATION TO BE PROVIDED BY THE EMPLOYMENT BUSINESS TO THE HIRER

4.1.      When Introducing a Temporary Worker to the Hirer the Employment Business shall inform the Hirer:

4.1.1.                of the identity of the Temporary Worker;

4.1.2.       that the Temporary Worker has the necessary or required experience, training, qualifications and any authorisation required by law or a professional body to work in the Assignment;

4.1.3.                that the Temporary Worker is willing to work in the Assignment; and

4.1.4.                   of the Charges.

4.2.  Where such information is not given in paper form or by electronic means it shall be confirmed by such means by the end of the third business day (excluding Saturday, Sunday and any Public or Bank Holiday) following, save where the Agency Worker is Introduced for an Assignment in the same position as one in which the Agency Worker had previously been supplied within the previous 5 business days and such information has already been given to the Hirer, unless the Hirer requests that the information be resubmitted.

                                                               

 TIMESHEETS

5.1.  At the end of each week of an Assignment the Hirer shall approve the Employment Business's online timesheet verifying the number of days worked by the Supply Worker during that week.

5.2.  Online approval of the timesheet by the Hirer is confirmation of the number of days worked. If the Hirer is unable to approve a submitted timesheet because the Hirer disputes the days claimed, the Hirer shall inform the Employment Business as soon as is reasonably practicable and shall co-operate fully and in a timely fashion with the

Employment Business to enable the Employment Business to establish what days, if any, were worked by the Agency Worker. Failure to approve the timesheet does not absolve the Hirer of its obligation to pay the Charges in respect of the days worked.

5.3.  The Hirer shall not be entitled to decline to approve a timesheet on the basis that it is dissatisfied with the work performed by the Agency Worker. In the event that the Hirer is dissatisfied with the Agency Worker the provisions of clause 10 below shall apply.

                                                                       

 CHARGES

6.1.  The Hirer agrees to pay the Charges as notified to and agreed with the Hirer. The Charges are calculated according to the number of days worked by the Temporary / Supply Worker and comprise the following:

6.1.1.                  the Agency Worker’s daily rate of pay;

6.1.2.       an amount equal to any paid holiday leave to which the Temporary / Supply Worker is entitled in connection with the WTR and, where applicable, the AWR and which is accrued during the course of an Assignment;

6.1.3.                  any other amounts to which the Temporary / Supply Worker is entitled under the AWR, where applicable;

6.1.4.                  employer’s National Insurance contributions;

6.1.5.       any travel, hotel or other expenses as may have been agreed with the Hirer or, if there is no such agreement, such expenses as are reasonable; and

6.1.6.     the Employment Business's commission, which is calculated as a percentage of the Temporary / Supply Worker’s daily

rate.

6.2. The Employment Business reserves the right to vary the Charges agreed with the Hirer, by giving written notice to the Hirer:

6.2.1.     in order to comply with any additional liability imposed by statute or other legal requirement or entitlement, including but not limited to the AWR, the WTR and the Pensions Act 2008; and/or

6.2.2.        If there is any variation in the Relevant Terms and Conditions.

6.3.  The Employment Business will invoice the Charges to the Hirer on a weekly basis. The Hirer will pay the Charges within 14 days of the date of the invoice.

6.4. VAT is payable at the applicable rate on the entirety of the Charges and all sums payable under clause 6.1.

6.5.        The Employment Business will not refund any of the Charges.

6.6.  The Hirer’s obligations under this clause 6 shall be performed without any right of the Hirer to invoke set-off, deductions, withholdings or other similar rights.

6.7. The Employment Agency reserves the right to charge statutory interest in invoiced amounts unpaid by the due date at the rate of 8% per annum plus the Bank of England base rate from the due date until the date of payment.

                                             

 PAYMENT OF THE AGENCY WORKER

The Employment Business is responsible for paying the Temporary / Supply Worker and where appropriate, for the deduction and payment of National Insurance Contributions and PAYE Income Tax applicable to the Temporary / Supply Worker pursuant to sections 44-47 of the Income Tax (Earnings and Pensions) Act 2003.

                                                                 

 TRANSFER FEES

8.1.  The Hirer shall be liable to pay a Transfer Fee if the Hirer Engages an Temporary / Supply Worker Introduced by the Employment Business other than via the Employment Business or introduces the Agency Worker to a third party and such introduction results in an Engagement of the Temporary / Supply Worker by the third party other than via the Employment Business and:

8.1.1.       Where the Temporary / Supply Worker has been supplied by the Employment Business, such Engagement takes place during the Assignment or within the Relevant Period; or

8.1.2.       where the Temporary / Supply Worker has not been supplied, such Engagement takes place within 6 months from the date of the Introduction to the Hirer. The Transfer Fee will be calculated in accordance with Schedule 2.

8.2.          If the Hirer wishes to Engage the Temporary / Supply Worker other than via the Employment Business without liability to pay a Transfer Fee, the Hirer may, on giving two week’s written notice to the Employment Business, engage the Agency Worker for the Period of Extended Hire specified in Schedule 2.

8.3.        During such Period of Extended Hire the Employment Business shall supply the Temporary / Supply Worker on the same

terms on which s/he has or would have been supplied during the Assignment and in any case on terms no less favourable than those terms which applied immediately before the Employment Business received the notice in clause 8.2; and the Hirer shall continue to pay the

Charges set out in clause 6. If the Employment Business is unable to supply the Temporary / Supply Worker for any reason outside its

control for the whole or any part of the Period of Extended Hire; or the Hirer does not wish to hire the Temporary / Supply Worker on the same terms as the Assignment; but the Temporary / Supply Worker is Engaged by the Hirer, the Hirer shall pay the Transfer Fee, reduced pro-rata to reflect any Charges paid by the Hirer during any part of the Period of Extended Hire worked by the Temporary / Supply Worker before being Engaged by the Hirer. If the Hirer fails to give notice

of its intention to Engage the Agency Worker other than via the Employment Business before such Engagement commences, the parties agree that the Transfer Fee shall be due in full.

8.4.        Where prior to the commencement of the Hirer’s Engagement other than via the Employment Business and the

Hirer agree that such Engagement will be on the basis of a fixed term of fewer than 12 months, the

Employment Business may, in its absolute discretion, reduce the Transfer Fee as calculated in accordance with Schedule 2 pro-rata. Such reduction is subject to the Hirer Engaging the Temporary / Supply Worker for the agreed fixed term. Should the Hirer extend the Temporary / Supply Worker’s Engagement or re-Engage the Temporary / Supply Worker within 12 months from the commencement of the initial Engagement the Employment Business reserves the right to recover the balance of the Transfer Fee.

8.5.          The Employment Business will not refund the Transfer Fee in the event that the Engagement of the Temporary / Supply Worker other than via the Employment Business by the Hirer or by a third party to which the Hirer introduces the Temporary / Supply Worker terminates or terminates before the end of the fixed term referred to in clause 8.4.

8.6.                VAT is payable in addition to any Transfer Fee due.

                 

 SUITABILITY CHECKS AND INFORMATION TO BE PROVIDED IN SPECIAL SITUATIONS

9.1.          Where:

9.1.1.       the Temporary / Supply Worker is required by law, or any professional body to have any qualifications or authorisations to work on the Assignment, the Employment Business will take all reasonably practicable steps to obtain and offer to provide to the Hirer copies of any relevant qualifications or authorisations of the Temporary / Supply Worker; and

9.1.2.       in addition, where the Assignment involves working with, caring for or attending to one or more Vulnerable Persons, the Employment Business will take all reasonably practicable steps to obtain and offer to provide copies to the Hirer of two references from persons who are not relatives of the Temporary / Supply Worker and who have agreed that the references they provide may be disclosed to the Hirer; and such other reasonably practicable steps as are required to confirm that the Temporary / Supply Worker is suitable for the Assignment. If the Employment Business has taken all reasonably practicable steps to obtain the information above and has been unable to do so fully it shall inform the Hirer of the steps it has taken to obtain this information in any event.

9.2.       The Hirer shall advise the Employment Business at the time of instructing the Employment Business to supply

 Temporary / Supply Worker whether, during the course of the Assignment, the Temporary / Supply Worker will be required to work with, care for or attend one or more Vulnerable Persons or engage in regulated activity as defined in the Safeguarding Vulnerable Groups Act 2006.

9.3.          The Hirer shall assist the Employment Business by providing any information required to allow the Employment Business to comply with its statutory obligations under the Safeguarding Vulnerable Groups Act 2006 and to allow the Employment Business to select a suitable Temporary / Supply Worker for the Assignment.

9.4.          In particular, in the event that the Hirer removes a Temporary / Supply Worker from an Assignment in circumstances which would require the Employment Business to provide information to the Disclosure and Barring Service (or the equivalent authority) under the Safeguarding Vulnerable Groups Act 2006, the Hirer will provide sufficient information to the Employment Business to allow it to discharge its statutory obligations.

                                       

 UNSUITABILITY OF THE AGENCY WORKER

10.1. The Hirer undertakes to supervise the Temporary / Supply Worker sufficiently to ensure the Hirer’s satisfaction with the Temporary Worker’s standards of work. If the Hirer reasonably considers that the services of the Temporary / Supply Worker are unsatisfactory, the Hirer may terminate the Assignment either by instructing the Temporary / Supply Worker to leave the Assignment immediately or by directing the Employment Business to remove the Supply Worker. The Employment Business may, in its absolute discretion, in such circumstances, reduce or cancel the Charges for the time worked by that Temporary / Supply Worker, provided that the Hirer has notified the Employment Business immediately that they have asked the Temporary / Supply Worker to leave the Assignment or the Assignment terminates:

10.1.1.     within 4 hours of the Temporary / Supply Worker commencing the Assignment where the Assignment is for more than 7 hours; or

10.1.2.     within 2 hours for Assignments of 7 hours or less; and provided that notification of the unsuitability of the Supply Worker is confirmed in writing to the Employment Business within 48 hours of the termination of the Assignment.

10.2.     The Employment Business shall notify the Hirer immediately if it receives or otherwise obtains information that gives the Employment Business reasonable grounds to believe that any Temporary / Supply Worker supplied to the Hirer is unsuitable for the Assignment and shall be entitled to terminate the Assignment forthwith without prior notice and without liability.

For clarification purposes, Engage Education deems candidates as 'unsuitable' if they are; unable to complete basic tasks related to their role, have committed gross misconduct or are under investigation for a safeguarding concern. In all other cases, a notice period may be enforced (refer to the booking confirmation for details).

Notwithstanding, the Hirer shall remain liable for all Charges incurred prior to the termination of the assignment

10.3. The Hirer shall notify the Employment Business immediately and without delay and in any event within 4 hours if the Temporary / Supply Worker fails to attend work or has notified the Hirer that they are unable to attend work for any reason.

                                                             

 TERMINATION OF THE ASSIGNMENT

The Hirer and the Employment Business may terminate an Assignment at any time without prior notice and without liability (except in the case of termination by the Hirer, who shall be liable for any Charges due under clause 6 above).

                                                     

 CONFIDENTIALITY AND DATA PROTECTION

12.1. All information relating to a Temporary / Supply Worker is confidential and subject to Data Protection Laws and is provided solely for the purpose of providing work-finding services to the Hirer. Such information must not be used for any other purpose nor divulged to any third party and the Hirer undertakes to abide by the provisions of the Data Protection Laws in receiving and processing the data at all times.

12.2. The Employment Business undertakes to keep confidential all Relevant Terms and Conditions that the Hirer discloses to the Employment Business and not to use such information except for the purposes of compliance with the AWR (including, for the avoidance of doubt and without limitation, when dealing with any request for information or complaint made by any Supply / Agency Worker or any AWR Claim).

12.3. Information relating to the Employment Business’s business which is capable of being confidential must be kept confidential and not divulged to any third party, except information which is in the public domain.

                                               

 INTELLECTUAL PROPERTY RIGHT

All copyright, trademarks, patents and other intellectual property rights deriving from the Assignment shall belong to the Hirer. Accordingly, the Employment Business shall use its reasonable endeavours to ensure that the Supply Worker shall execute all such documents and do all such acts in order to give effect to the Hirer’s rights pursuant to this clause.

                                                       

 LIABILITY

14.1. Whilst reasonable efforts are made by the Employment Business to give satisfaction to the Hirer by ensuring reasonable standards of skill, integrity and reliability from the Temporary / Supply Worker and to provide the same in accordance with the Assignment details as provided by the Hirer, no liability is accepted by the Employment Business for any loss, expense, damage or delay arising from any failure to provide any Temporary / Supply Worker for all or part of the Assignment or from the negligence, dishonesty, misconduct or lack of skill of the Temporary / Supply Worker or if the Temporary / Supply Worker terminates the Assignment for any reason. For the avoidance of doubt, the Employment Business does not exclude liability for death or personal injury arising from its own negligence or for any other loss which it is not permitted to exclude under law.

14.2. Temporary / Supply Worker supplied by the Employment Business pursuant to these Terms are engaged under contracts for services. They are not the employees of the Employment Business but are deemed to be under the supervision and direction of the Hirer from the time they report to take up duties and for the duration of the Assignment. The Hirer agrees to be responsible for all acts, errors or omissions of the Temporary / Supply Worker, whether wilful, negligent or otherwise as though the Temporary / Supply Worker was on the payroll of the Hirer.

14.3. The Hirer shall advise the Employment Business of any special health and safety matters about which the Employment Business is required to inform the Temporary / Supply Worker and about any requirements imposed by law or by any professional body, which must be satisfied if the Supply Worker is to fill the Assignment.

14.4. The Hirer will also comply in all respects with all statutory provisions as are in force from time to time including, for the avoidance of doubt, but not limited to the WTR, Health and Safety At Work etc. Act 1974, the Management of Health and Safety at Work Regulations 1999 (as amended), by-laws, codes of practice and legal requirements to which the Hirer is ordinarily subject in respect of the Hirer’s own staff (excluding the matters specifically mentioned in clause 7 above), including, in particular, the provision of adequate Employer’s and Public Liability Insurance cover for the Temporary / Supply Worker during all Assignments.

14.5. The Hirer undertakes not to request the supply of an Temporary / Supply Worker to perform the duties normally performed by a worker who is taking part in official industrial action or duties normally performed by a worker who has been transferred by the Hirer to perform the duties of a person on strike or taking official industrial action.

14.6. The Hirer shall indemnify and keep indemnified the Employment Business against any Losses incurred by the Employment Business arising out of any Assignment or arising out of any non-compliance with, and/or as a result of any breach of, these Terms by the Hirer.

14.7. The Hirer shall inform the Employment Business in writing of any AWR Claim which comes to the notice of the Hirer as soon possible but no later than 7 calendar days from the day on which any such AWR Claim comes to the notice of the Hirer.

14.8. If the Temporary / Supply Worker brings, or threatens to bring, any AWR Claim, the Hirer undertakes to take such action and give such information and assistance as the Employment Business may request, and within any timeframe requested by the Employment Business and at the Hirer’s own cost, to avoid, dispute, resist, mitigate, compromise or defend any such AWR Claim and to appeal against any judgment given in respect thereof.

                                                               

 NOTICES

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.

                                                                 

 SEVERABILITY

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.

 

 RIGHTS OF THIRD PARTIES

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.

 

                               GOVERNING LAW AND JURISDICTION

 These Terms are governed by the law of England & Wales and are subject to the exclusive jurisdiction of the  Courts of England & Wales.

 SCHEDULE 1: “COMPARABLE EMPLOYEE”, “QUALIFYING PERIOD” AND “TEMPORARY WORK”

“Comparable Employee” means as defined in Regulation 5(4) of the AWR being an employee of the Hirer who:

(a)               works for and under the supervision of the Hirer and is engaged in the same or broadly similar work as the Supply Worker having regard, where relevant, to whether the employee and the Supply Worker have a similar level of qualification and skill; and

(b)               works or is based at the same establishment as the Supply Worker or, where there is no comparable employee working or based at that establishment who satisfies the requirements of

(a)             above, works or is based at a different establishment and satisfies those requirements.

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:

(a)               the Supply Worker has started working during an assignment and there is a break, either between assignments or during an assignment, when the Temporary Worker is not working;

(b)               the break is:

(i)                              for any reason and not more than six Calendar Weeks;

(ii)                             wholly due to the fact that the Supply 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 Supply Worker has provided such written medical evidence as may reasonably be required;

(iii)                            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 Supply Worker returns to work;

(iv)                            wholly for the purpose of taking time off or leave, whether statutory or contractual, to which the Supply Worker is otherwise entitled which is:

i.           ordinary, compulsory or additional maternity leave; ii.  ordinary or additional adoption leave; iii.       ordinary or additional paternity leave;

iv.                                                    time off or other leave not listed in paragraphs (iv)i, ii, or iii above; or

v.                                                     for more than one of the reasons listed in paragraphs (iv)i, ii, iii to iv above;

(v)                             wholly due to the fact that the Temporary 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;

(vi)                            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;

(vii)                           wholly due to a strike, lock-out or other industrial action at the Hirer’s establishment; or

(viii)                          wholly due to more than one of the reasons listed in paragraphs (ii), (iii), (iv), (v), (vi) or (vii); and

(c)          the Supply Worker returns to work in the same role with the Hirer, any weeks during which the Supply 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 Supply 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 Supply 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 Supply 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. “Temporary Work” 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:

(a)               supplying individuals to work temporarily for and under the supervision and direction of hirers; or

(b)               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 Organisation 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.

                                                     

                                                                SCHEDULE 2: TRANSFER FEES

The Transfer Fee referred to in Clause 8 shall be calculated as follows a % of the Remuneration payable to the Candidate during the first 12 months of the Engagement or, if the actual amount of the Remuneration is not known, the amount of £10,000 will be payable. The Transfer Notice in 8.5 is required and will be enforced. The period of Extended Hire, referred to in clause 8, before the Hirer Engages an Agency / Temporary / Supply Worker shall be 13 weeks.

 

 

 

 

 

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*If you wish to take a Main Scale teacher onto a permanent school contract in the third term (April-July), a 10% transfer fee will apply.

*If you wish to take a Middle Leadership teacher onto a permanent school contract in the third term (April-July), a 12.5% transfer fee will apply.

*If you wish to take a Leadership teacher onto a permanent school contract in the third term (April-July), a 15% transfer fee will apply to your business.

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SCHEDULE 3: AGENCY / Temporary WORKER REGULATIONS (AWR) INFORMATION REQUEST FROM NOTE TO HIRER

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Regulation 5 of the Agency / Supply Workers Regulations provides that a Temporary Worker who completes a 12-week Qualifying Period in the same role for you will be entitled to receive treatment equal to what they would have received had you recruited them directly. You can either provide the relevant terms and conditions the Temporary worker would have received had you recruited them directly or point to a comparable employee you have identified in your organisation. A comparable employee is an existing employee doing the same or broadly similar work, working in the same location, or a different location.

  We ask you to complete this form and provide any relevant information so that we know what terms and conditions either the Supply Worker or a comparable employee would receive and to which the Supply Worker will be entitled when s/he completes the Qualifying Period. Also, please ensure that you inform the Temporary immediately if any of the following information changes, including if the comparable employee leaves.