Iceni Homes
Statement of Terms and Conditions of Employment
In compliance with the Employment Rights Act 1996, this Statement sets out the terms and conditions of your employment contract.
1.Name and address of the Employer
Iceni Homes Limited
Unit 13
Forbes Business Centre
Kempson Way
Bury St Edmunds
Suffolk
IP32 7AR
2. Name and address of the Employee
3.Date of Commencement of Employment
Your employment under this contract will commenceXXXX
4.Job Title
You will be employed as Project Managerin which capacity you will be required to perform such duties consistent with your position and the attached job description.
However, as and when considered necessary or appropriate, you are liable to transfer to or undertake other duties within competence and within reason in order to meet fluctuations or priorities in work demands.
5.Remuneration
Your commencing salary is XXXXper annum. Your salary will be subject to an annual review with effect from 1stAprileach year, in the light of performance.
Salaries are paid monthly by direct credit transfer to employees’ bank accounts by the 25th of each month. Where this falls on a weekend or bank holiday, payment will be on the nearest preceding working day. A monthly payslip will be provided.
6.Hours of Work
Your normal hours of work will be 9am to 5pm, Monday to Friday. On occasions you may be required to work more than the standard contractual hours. The level of your remuneration takes account of the requirements for you to work outside the standard contractual working hours.
7.Place of Work
Your normal place of work will be agreed at the time of appointment but will be at either ICENI HOMES LTD, UNIT 13, FORBES BUSINESS CENTRE, KEMPSON WAY, BURY ST EDMUNDS, SUFFOLK, IP32 7AR or COLNE HOUSING SOCIETY, RIVERSIDE OFFICE CENTRE, DIGBY HOUSE, CAUSTON ROAD, COLCHESTER, ESSEX, CO1 1RJ
However, you may be required to work at any of the premises of The Company or its shareholders. You will not be required to work outside the United Kingdom.
8.Annual Holidays and Holiday Pay
(i)Annual Leave Entitlement
The leave year runs from 1st January to 31st December. There is no automatic right to carry leave over from one year to the next, but your Managing Director may, exceptionally, exercise discretion to allow up to three days’ carry-over if work requirements or some other substantial reason have genuinely prevented you from taking your full entitlement in the preceding year.
Your initial entitlement is 25 days per year, rising one day per completed leave year of service to a maximum of 29 days per year
(ii)Booking of Annual Leave
All holidays of over 5 working days must be by prior arrangement with your Managing Director.
(iii)Bank Holidays
You will in addition be entitled to leave on the statutory bank holidays if your normal working week covers those days. If service requirements mean that you are called in to work on one of those days an additional day will be added to your annual leave entitlement.
(iv)Sickness and Leave
If you fall sick during a period of approved leave you will normally be expected to absorb the sick days as part of your normal leave. The Managing Director may, however, approve sick leave for the relevant period on presentation of medical evidence if he/she considers it appropriate.
(v)As from and including the Financial year 2008, all staff will be entitled to apply to the Managing Director to buy and sell up to 5 days leave per annum. This will be agreed at the Managing Director’s discretion.
9.Additional Hours
Overtime payments are not made.
10.Sickness Absence and Sick Pay
Absence due to sickness must be reported to the Managing Director of Iceni Homes immediately. If the absence exceeds seven consecutive days including Bank Holidays and weekends you must obtain a medical statement from your doctor. This certificate should be sent to the Managing Director, Iceni Homes, to confirm the reason for your absence. You must also supply continuation certificates as each certificate expires so that each day of your absence is covered. On returning to work you must complete a self-certification form.
If you are absent from duty because of illness which is supported by a medical statement, or by proper completion of a self certification form in the case of absences of less than eight consecutive calendar days, you will be entitled to the following levels of occupational sick pay on completion of six months continuous service:
- 6 months full pay and 6 months half pay
These are the maximum allowances in any consecutive 12-month period, and failure to comply with the absence reporting procedures may mean withdrawal of payments.
Full pay rates are inclusive of statutory sick pay; SSP is payable in addition to half pay, provided the total does not exceed your normal pay level.
11.Maternity/Paternity Pay and Leave
The Company operates its own maternity pay and leave scheme, which incorporate the statutory requirement in respect of the right to maternity leave and the right to return to work. The Company’s maternity pay includes entitlement to statutory maternity pay, where applicable.
12.Medical Benefits
The Company will pay group contributions for your membership of an approved Health Insurance.
You may choose to extend this cover to immediate family members at your own expense.
13.Pension
The Company is a member of the Pension Trust, a contracted out scheme. This is a contributory pension incorporating a life assurance scheme.
As a member of the pension scheme you will be provided with a money purchasepension on reaching the retirement age.
The employer’s contribution to the scheme will be 10% of the basic gross salary and the employee’s contribution will be a minimum of 5% to the scheme. You may choose to join or not join the Scheme. Further information is available from the Finance Director at Colne Housing Society.
14.Retirement
An employee may choose to retire between the ages of 60 and 65. This provision applies equally to men and women.
15.Termination of Employment
The period of notice you are required to give to The Company in the event of termination of employment is as follows: -
1 month
The period of notice you are entitled to receive in the event of termination of employment is as follows:
One week for each year of service (from 11th June 2001)
The Company reserves the right, in the case of gross misconduct, to dismiss you summarily, i.e., without notice - see Disciplinary and Grievance Procedure.
Where an employee, without written permission from the Managing Director, fails to work out his/her notice period (whether notice is given by the employer or employee) (s) he will be required to repay the amount due or forfeit a sum equivalent to the salary for the unworked period, from any arrears of salary and/or holiday pay which may not been paid.
16.Restrictive Covenant
You will not, during your employment with Iceni Homes, attempt or solicit custom or accept work for private gain and, or for any third party where this overlaps with Iceni’s field of business
For a six month period, post cessation of employment (whether by your resignation or termination by the Company,) you also agree that you will not, except in a purely social capacity, contact, deal with, attempt to solicit custom from any customer or client with whom you had any business in the one year before the termination of your employment. Nor will you attempt to interfere with the existing business relations between any client or employee of the Company.
17.Transport and Other Allowances
If staff have to travel on behalf of The Company using their own private car they may be entitled to receive a travel allowance. The Company will reimburse business mileage for the use of their own private vehicle. This will be paid as a lump sum of £1,500 per year paid in monthly instalments and 45p per mile. This rate will be reviewed from time to time.
Iceni also offer an interest free car loan for essential users up to a maximum of £5,000 for a maximum period of 3 years at the Managing Director’s discretion.
It is a requirement that you provide evidence of valid car insurance by providing a copy certificate, which allows the employee to drive their vehicle for business purposes and evidence of current and valid driving licence. It is also a condition of employment that you notify the Company of any incidents or accidents, which affect your driving licence status. The Company reserves the right to update its records from time to time in line with the statutory framework and good practice.
Other reasonable costs incurred, e.g., accommodation, taxis will be approved subject to presentation of receipts.
18.Reimbursement or Recovery of Training or Other Costs on Termination of Employment
The Employee hereby agrees that the Employer may recover by deduction from the final salary any outstanding costs, loans or fees paid on the Employee’s behalf, e.g. course/examination fees for professional studies, holiday taken in excess of entitlement at time of leaving, etc. Should the amount be greater than final salary payment, the Employee must reach an agreement with the Managing Director on how the outstanding amount will be reimbursed.
Should you leave the Company within a period of two years of gaining a professional qualification, ( this period will commence on completion of academic attendance ) you will be required to reimburse all costs incurred by the Company in assisting you in gaining those professional qualifications with 100% being repaid in full within the first year. If you leave the company after the first year, the amount will be reduced by 1/12th per month worked between the first and second year.
19.Disciplinary and Grievance Procedure
A copy of the Disciplinary and Grievance Procedure will be provided.
Your first point of contact if you have a grievance is your Line Manager and in the case of a grievance being related to the line manager, the grievance should be directed to the Managing Director.
20.Employees Conduct and Confidentiality
Due to the nature of the Company’s work and consequently its responsibilities, the Board considers that both The Company and the public at large are entitled to demand conduct of the highest standard from employees. All information about staff to which an employee has access must be treated with the strictest confidence. Failure to ensure this may result in disciplinary action being taken.
21. Private Work
It is a condition of your employment that you shall not engage in any other business or take up any other additional appointment without the written consent of the Managing Director. You are advised to seek advice if you are in doubt.
22.Criminal Records Bureau Disclosure
It is a condition of employment that any offer of new employment is conditional upon receipt of a satisfactory Disclosure. It is also a condition of employment that your ongoing employment is conditional on continuing to achieve the necessary standard and the Company reserves the right to update its records from time to time in line with the statutory framework and good practice.
23.Gifts and Hospitality
Employees who give or receive gifts and/or hospitality should not place themselves under an obligation that might influence or be perceived to influence their future decisions or conduct.
You should not give or accept cash or personal gifts with a significant monetary value under any circumstances. Gifts of nominal value i.e. pens and similar items can be accepted. A copy of the Code of Conduct Policy will be provided.
24.Equal Opportunities
It is the policy of The Company to provide equality of opportunity to all, regardless of gender, sexual orientation, race, colour, national or ethnic origin, religious belief, political opinion, marital status or disability as well as to ensure the legal requirement of the employment laws are complied.
Employees who do not comply with the requirement of these Acts or with The Company’s Race and Diversity Policy and Procedures may have disciplinary action taken against them. A copy of the Race and Diversity Policy will be provided.
25.Health and Safety at Work
The Company recognises and accepts its responsibility as an employer for conducting its affairs in such a way that the health and safety of its clients, employees and the general public will not, as far as is reasonably practicable, be put at risk. A copy of The Company’s Health and Safety Policy will be provided. Your attention is drawn to the requirement, which deals with your responsibility for your own and your colleagues’ safety. Please ensure that you follow safe practice and apply safe working procedure at all times.
26.Interpretation
This statement of terms of employment also relates to the Company’s subsidiaries or any company, associate, Society or other entity directly owned or indirectly controlled by The Company.
27.Data Protection Act
You agree that all personal data and sensitive personal data relating to you which has been or which is obtained by the Company may be held and processed by the Company either on computer or in manual records and may be disclosed to Officers of the Company or used by the Company for any reason relating to your employment with the Company.
28.Amendment to Terms and Conditions of Employment
From time to time your main terms and conditions of employment may be subject to change. Should this occur you will be informed, within one month from the change taking effect by written notification.
29. FLEXIBLE WORKING
Iceni Homes has introduced flexible working where this is operationally possibly but must take account of the needs of Iceni Homes, the service to our customers and the needs of your team. Flexible working means employees can start and finish late suiting the needs of the employee and the company but Iceni Homes must be covered during the core hours of 10.00 to 16.00 wherever possible. Lunch breaks (a minimum of 30 minutes) may be taken between 11.30 and 14.30.
I hereby confirm my agreement to the terms and conditions set out above.
Signed:...... Date: ...... ….
Full name:......
Signed on behalf
of Employer:......
Job Title: Managing DirectorDate: ...... ….
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