Principal Statement of Terms and Conditions of Employment
1.
Employer's Name and Address
Employee's Name and Address
This statement gives details of your employment with xx xx xx and is correct at
(insert date).
2.
Commencement
Your new role will commence on the (insert date). This is a ... year fixed term contract which
will expire on the (insert date).
For the purposes of continuity of service the period between (insert date) and (insert date)
will count towards your continuous employment.
3.
Special Provisions
Your employment with xx xx is subject to a Disclosure & Barring check which is satisfactory
to ourselves as well as the right to work in the UK.
4.
Job Title
You are employed as a JOB TITLE. Your job title does not define or delimit your duties. It is
agreed that you will consent to reasonable requests to perform duties outside your normal
ones. You will report to the (insert managers name).
5.
Probationary Period
Your first 6 months in post will be treated as a probationary period during which your
performance will be monitored.
6.
Location
Your normal place of employment is (insert address and addresses of any other sites).
7.
Remuneration
a)
You will be paid at the rate of ........ per annum pro rata, made up of ..... basic and ... Outer
London Weighting (where applicable). You will be paid monthly in arrears by direct credit
transfer into a bank or building society nominated by you.
b)
The employer may deduct from your salary or require payment for any of the following:
loans; excess of holiday taken over entitlement; excess of expenditure claimed; excess of
any other payment made to you by the employer.
8.
Hours of Work
Your hours will be based on a minimum average of xx hours per week. Evening and
weekend work may be a feature of this post. Reasonable time-off-in-lieu will be granted to
compensate for this with the approval of your Line Manager. Overtime is not paid.
On appointment you are required to inform your manager of the number of hours worked for
all paid employment you undertake, either with your new employer or another employer, in
order to ensure the limits on working time, as specified in the Working Time Regulations, are
adhered to. If during the course of your employment you take up other paid employment you
are required to inform your manager.
On leaving this employment, any necessary adjustments will be made to your final salary
payment according to actual hours worked.
9.
Holidays and Holiday Pay
Your holiday year starts on the date that you commence employment with [insert employee’s
name]. All holiday must be taken in the year to which it accrues, except in circumstances
which must be approved by your manager. Leave dates must be authorised in advance by
your Line Manager.
Paid holiday entitlement for all staff accrues on a daily basis (initially at a rate of 0.06 days
per day for full-time staff) and is at the following annual rates. Entitlement for part-time staff is
calculated on a pro-rata basis. NB: change holiday entitlement for local arrangement.
In addition, you will be entitled to paid Public Holidays. Staff who are required to work a
statutory Bank or Public Holiday will be entitled to take time off in lieu at a later date with the
prior authorisation of their Line Manager.
On leaving, you will be entitled to payment for any accrued paid holiday. If you leave The
Scout Association having taken more holidays than have accrued to you, then this amount
will be deducted from your final salary.
10.
Sickness/Injury
As stated in Absence Management Policy.
11.
Retirement/Pension Arrangements
[insert any local arrangements for pension]
12.
Disciplinary Procedure
You have the right to appeal against any formal disciplinary decision action taken by the
Disciplining Manager. Please refer to the staff handbook for details of the disciplinary
procedure and how to make an application in accordance with it.
13.
Grievance Procedure
You have a right to apply to your manager for the purpose of seeking redress of any
grievance relating to your employment. Please refer to the staff handbook for details of
the grievance procedure and how to make an application in accordance with it. Grievance
Procedures do not apply during probationary periods.
14.
Data Protection
The employer will hold the information contained within this Statement on your personal file.
You are entitled under statute to access this file and other information that the employer
holds about you in relation to this employment (whether in computerised or manual record
form). This information will include sensitive personal data as defined in Part I(ii) of the Data
Protection Act 1998.
In signing this statement you are giving explicit consent (as defined by the Act) to the
employer holding and processing information pertinent to your employment including any
sickness records.
The employer may use the information you have provided on your application form for the
prevention and detection of fraud. The information contained in your application form is
stored on the computer files and on your personal file held by the Human Resources
Department or [insert where].
15.
Equal Opportunities
The employer operates an Equal Opportunities Policy, a copy of which is contained in the
Staff Handbook. You are required to comply with the Policy at all times, and agree to
participate in any training or development programme organised that relates to Equal
Opportunities.
16.
Bribery
You agree that you will not offer, promise, give, request, agree to receive, or accept any
bribes:

in the course of your employment;

when conducting company business; or

when representing the organisation in any capacity.
A bribe means a financial payment or other form of reward or advantage, whether direct
or indirect, that is intended to induce or influence, or has the effect of inducing or
influencing, an individual, company or public body to perform their functions, including
business and public duties, improperly. For the avoidance of doubt, improper
performance includes:

not acting in good faith;

not acting impartially; and

not acting in accordance with a position of trust.
You agree to comply with the organisation's anti-bribery policy and procedures that are in
force from time to time.
You agree to comply with all applicable bribery and corruption laws.
You agree that you will report any suspicious conduct that may amount to a bribe being
offered, promised, given, requested or accepted (either involving you or another
employee or person acting for, or on behalf of, the organisation) immediately to the
relevant individuals within the organisation in accordance with the anti-bribery policy.
If the employer suspects you of bribery, it is entitled to invoke its disciplinary procedures
and suspend your employment while carrying out its investigations.
The employer is entitled to terminate your employment in writing without notice or pay in
lieu of notice, without prejudice to any rights or claims it may have against you, if it is
found by the organisation, or any other relevant public or legal authority, that you are
guilty of bribery.
17.
Health And Safety
The employer operates a Health and Safety Policy, a copy of which contained in the Staff
Handbook. You are required at all times to comply with the policy and to ensure that
adequate arrangements are made within the employee’s responsibilities to comply with
the Health and Safety Policy, and to assess and control Health and Safety risks.
18.
Redundancy Policy
Employees selected for redundancy will receive severance pay in accordance with
Statutory Redundancy Payments.
19.
Other Policies and Procedures
You are required to comply with policies and procedures issued from time to time by the
employer.
20.
Terms and Conditions
The employer reserves the right to alter or amend your Terms and Conditions from time to
time, following one calendar month’s consultation. You will receive one calendar month’s
notice of the employer’s intention to vary the terms of your contract, in writing.
21.
Notice of Termination
During your probationary period either party may terminate the contract by giving one
months notice in writing.
If you wish to terminate your employment following satisfactory completion of your
probationary period, you must give us one month's notice in writing of your intention to do
so. This can be done at any point during the month and the period will run from the date
on which the notice is received.
Should the employer need, for any reason other than gross misconduct, to terminate your
employment, you will receive one month's notice rising after five years' service by one
week for every additional year of service to a maximum of 12 weeks after 12 years
service. Should the reason for dismissal be gross misconduct, the Association reserve
the right to terminate your employment without notice or pay in lieu of notice. Notice must
be given in writing to your Line Manager.
22.
Employer's Signature. For and on behalf xx xx xx
Signature.........................................................
Name:
Job Title:
Date:
23.
Employee's signature. I have read and understand the above statement.
Signature........................................................
Name:
Date: